Hummm!
Not sure that in complex environments, management should concentrate in performance and delegate learning to the lower levels. For learning to occur, you must feel that you have a «safe space» to learn. If management is focused on performance, they will not take the time to understand the complexity levels they face and will not provide safe learning spaces. If results are not satisfying them, they could easily say «you know this learning thing? Forget it for now and concentrate on productivity.». I have observed these behaviors so many times and the result is that employees don't want to invest anymore on learning. They finish by only doing the minimum to make the boss happy.

This is why I believe more and more in a top-bottom-top approach. You first need to concentrate on the top level to bring them to accept complexity, ask meaningful questions and agree on the importance of co-creation. Once this is done, you can create learning and collaborative spaces to empower the lowest level and allow the new to emerge. And then, you need the top level to encourage what will emerge! If they are not ready to deal with emergence, they will kill all the energy in no time by trying to control the results!

Not an easy task but with good process design and facilitation skills, I think it can be done!