Learning and development
Based on the idea that human development is socially situated and knowledge is constructed through interaction with others I make the assumption that learning is developing knowledge through understanding and interaction what occurs by intentional human activities in organizations. This concept requires learners to develop teamwork expertise and to see individual learning as essentially related to the success of group learning. Many years of experience have taught me that if you want to achieve anything in the actualisation of change, you need to recognise and embrace the intangible characteristics of learning in the interactive process. In line with this approach to change and transition, my programmes can be regarded as a bricolage that brings together myriad forms of input, such as: academic theories, real-life case studies, visuals and my own practical experience. With this bricolage, I provide a richer and, therefore, more meaningful account of change and transition processes than most traditional change programmes.