Ol-thinking new-thinking posts are always fun, and if they don't get too deep into a subject they still offer some useful points of comparison. Clark Quinn looks at the differences between old and new management thinking, old and new learning unit thinking, and old and new workforce thinking. For each, he states why the distinction is important, and identifies "the necessary components" (nothing like good old-fashioned groupwork patterns). The ast bit - "the necessary components" - is the weakest. It's easy to say "The necessary components are leadership, culture, and infrastructure. Workers have to comprehend the goals, believe in the culture, and have the tools – individual and collective – to accomplish the goals." It's hard to cash that out in terms of concrete actions, funding, and deliverables.