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{Excerpt} Feedback underpins organizational learning. To find the highest level of success in learning for change, feedback should be invited, analyzed in the most positive manner possible, and used to impact decision making.

The rapidly changing—and, at times, excessively complex—nature of development work demands diverse competences from aid agencies such as the Asian Development Bank. In addition to technical knowledge and skills, they include no less than appreciating political economy; building relationships; reading and responding to complex organizational and social predicaments; and increasing capacity to contend with uncertainty, task-compromise, and deal with difference and diversity. The learning challenges that these demands present require the ability to work more reflectively in a turbulent practice environment. There is no alternative: to remain relevant and effective, an organization’s rate of learning must be at least equal to—but preferably greater than—the rate of change in the environment.


Suggested Citation

Serrat, O. (2010). Seeking feedback on learning for change. Washington, DC: Asian Development Bank.

Required Publisher's Statement

This article was first published by the Asian Development Bank (