Operational Learning coach

Alexander Edwards, MBA, SPHR specializes in HR consulting, leveraging a listening and learning approach to identify key organizational issues. With over a decade of experience in the human resources field, he has a deep understanding of the logistics and transportation industry, having provided consultancy services to companies in this sector.

Drawing from his diverse experiences, Alexander excels at implementing effective solutions to complex problems. He values operational learning, involving internal experts who possess firsthand knowledge of the work, to develop tailored recommendations.

Operational learning began as a way to facilitate a better understanding of "normal" work. This learning process is useful tool because it allows organizations to delve into a deeper understanding of what causes (or supports) an operational upset. 

The Five Goals of Operational Learning:

1. Get a more holistic view of how our processes are working
2. Remove unacceptable goal conflicts
3. Reduce known error traps
4. Expand on what helps create success
5. Build stronger and more sustainable defenses to improve  the reliability and resilience of operations.

                            (Andrea Baker, Bob Edwards)

Human and Organizational Performance is best described as a way of thinking that requires intense collaboration of leadership and those who do the work. The five H.O.P. principles MUST be understood and applied within an organization for effective operational learning to take place.

The Five Human And Organizational Performance (HOP) Principles:

1. People Make Mistakes
2. Blame Fixes Nothing
3. Context is Everything
4. Learning & Improving is Vital
5. Leader’s Response Matters

                      (Baker, Conklin, Bob Edwards)