The ‘Intent’​ in Intentional Organizational Learning

This article was originally published on Humentum. 

Generally, to be intentional means, to do something on purpose or to be deliberate – when used, the addition of the word intentional often is to add emphasis. It implies that an organization has thought about its options, discussed everything that need to be discussed, and come to this decision. As a result, resources are being allocated to make it successful.

When it comes to learning this includes having deliberate discussions within the organization or to implement something purposefuly. At an individual level, intentional learning happens when one sets out to learn something specific. One might search on the internet for advice on how to solve a problem or acquire a skill. Or one might enroll in a training course to learn how to paint or speak another language. The point is that Intentional Learning is not accidental, and it is driven by a goal or need, even if you don’t know what that is.

According to written literature, intentional learning in an organization is the “persistent, continual process to acquire, understand, and use a variety of strategies to improve one’s ability to attain and apply knowledge” (American Accounting Association, 1995). The “cognitive processes that have learning as a goal rather than an incidental outcome (Bereiter & Scardamella, 1989)