ABSTRACT
The facilitator, working with individual learners in organisational contexts, must recognise that the patterns we have been exploring (patterns of knowledge, skill and behaviour) are small component parts of other, bigger patterns that we might think of as culture. An individual, learning in an organisation, belongs to multiple groups and multiple cultures. There will almost certainly be team, departmental, organisational, industry, community and national cultures in evidence, all playing a part in forming and reinforcing some current patterns and in applying pressure to break and change others.
