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The cultural and process dimensions of learning appear to
require more explicit, targeted interventions.
Even if just two people from different parts of a firm compare
scores, they can pinpoint cultural differences,
commonalities, and things to learn from one another. With opening day for the Tigers going on today and the Red Wings clinching
a playoff berth, this April is sure to be exciting even without the Pistons advancing to the playoffs.
They may also discover that their unit-or even the company-lags behind in many areas.
Having compared individual or unit scores with the benchmarks, it’s possible to
identify areas of excellence and opportunities for improvement.
For example, an early study of medical errors documented
significant differences in rates of reported mistakes among nursing units at the
same hospital, reflecting variations in norms and behaviors established by unit managers.
By pooling individual and unit scores, organizations as
a whole can begin to address specific problems.

Surprisingly, most of the organizations we surveyed identified the very
same domains as their areas of strength. That autumn we surveyed another 125 senior executives to use as our
benchmark data.

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