Thursday Thoughts: Learning Disabilities

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Comment by Shelley McNellis on March 13, 2013 at 3:34pm

Hmm...I have to admit that I'm also rather dismayed by the choice of the term "learning disabilities" to describe what are essentially behaviours that create barriers to learning. They key difference, of course, is that one can be controlled/changed, and the other cannot (although it can certainly be adapted to in a variety of ways). It reminds me of the over-use of the term "depression," and the concern that it minimizes the impact of true, clinical depression. So I would agree that if the field of organizational management and learning is using the phrase this way, they should change it.

Especially because, as you can clearly see, it provokes a reaction that prevents people from hearing the message you are trying to send. :) It's kind of odd, come to think of it, that learning professionals would not be conscious of that.

Anyway, moving on....

There is a view that disability - true disability - is created not by a medical condition, but by the environment (the physical environment, culture, attitudes, etc.). The simplest example of this is the idea that a person in a wheelchair is disabled only if there are no sidewalk ramps, elevators, automatic doors, etc., or if the people they encounter perceive them in a negative way. I am tempted to translate that concept to the "learning disabilities" described here and ask, "What in the environment is creating or contributing to the "disability?"

I'm not saying that the environment is always the cause, or to suggest that people shouldn't take responsibility for their attitudes or behaviour. I'm just reminded of the fact that the biggest barrier I see is the fixation on events as a direct result of being so overwhelmed with day-to-day tasks that there is no time to fit them into a bigger picture, never mind plan what to do as a result.

Comment by Carol Kruse on March 12, 2013 at 4:57pm

I hope we can all get past the fact that there are both attitudinal and physiological disabilities (dysfunctional attitudes and mindsets can disable our ability to learn, just as can dysfunctional physiological characteristics) and move to the intent and content of this blog. 

The Parable of the Frog and The Delusion of Learning from Experience struck me hardest -- The Parable because I don't tend to see gradual change and need to be more alert to recognizing and assessing those slow changes; and The Delusion because I see that nearly every day in my job.  The rigidity and constriction that can follow Learning by Experience inhibit the flexibility and innovation I believe we need, to better serve the public.

Frozen in Place by Fear of Litigation might be another learning disability.  Fear of innovating or implementing a collaborative solution due to fear of appeal or litigation also greatly inhibits flexibility and innovation.

Thank you for these thought-provoking self-assessment tools!

Comment by Andrew Krzmarzick on March 12, 2013 at 12:38pm

From Merriam-Webster: one definition of disability is a "limitation in the ability to pursue an occupation because of a physical or mental impairment."

Do the conditions listed above serve as a mental impairment that limits a person's ability to advance in their occupation? My answer would probably be "yes."

Again, please note that my goal here is not to minimize the irreparable disabilities that people experience, but to equalize the playing field so that we act more humbly with one another and achieve more effective functioning in the office.

Comment by Ann McFarlane on March 12, 2013 at 12:32pm

Actually, I am offended by calling these "Learning Disabilities".  That is a term of art to reference actual medical disabilities.  They may be "Learning Impediments" .. call them that.  I have worked with many people who have worked very hard to adjust to dyslexia, ADD, etc., and to include behavior that can be changed by "thinking" into Learning Disabilities is an insult to those that have to live with it.

Comment by Sonya Weakley on March 12, 2013 at 12:29pm

Please be careful how you use the word "disability."

Comment by Ami Wazlawik on March 12, 2013 at 12:24pm

I agree with Alison on this one. Flaws in one's thinking are not the same as a learning disability.

Comment by Stephen on March 12, 2013 at 11:07am

awesome post.  These ways of thinking can definitely 'disable learning', esp. the 'i am my position' one.   Great stuff! 

Comment by Andrew Krzmarzick on March 12, 2013 at 10:59am

@Alison said: "I hope that someday we can all get to a place where we respect people with all kinds of disabilities as people and stop trying to co-opt their diagnoses to use for our own purposes of explaining dysfunctional environments."

I would agree with you on this point: respecting people with all kinds of disabilities...and recognizing that means you, me and the people sitting to our left and right. We've all got issues. Begin with that assumption and I think we can get over some of the arrogance and facades that typify the workplace! That's why at GovLoop we start with this phrase: "Assume the best." - which I think implicitly acknowledges that people are intending to do good work, but fall short as life is happening...and because none of us performs perfectly all the time.

Comment by Alison Whyte on March 12, 2013 at 10:51am

Well then, I think the literature of organizational management and learning should be changed. Pitfalls of organizational learning are not learning disabilities, they are just pitalls. I hope that someday we can all get to a place where we respect people with all kinds of disabilities as people and stop trying to co-opt their diagnoses to use for our own purposes of explaining dysfunctional environments. 

Comment by Steven Cruz on March 12, 2013 at 10:42am

These are in fact referred to as learning disabilities in the literature of organizational management and learning because they are an impediment on the cohesive development and growth of the organization. I think the "I am my position" disability is an indictment on the bureaucratic nature of government and we commonly see and complain about the lack of innovation that comes from situations where this occurs. This is a very good overview of the challenges of organizational development and as we're all aware the first step to correcting any problems is recognizing there is one, so this is extremely useful for people looking to develop some self-awareness about the pitfalls of of organizational learning.

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