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Learning
Organizations
Five Requirements For
Learning Organizations
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Five Requirements For
Learning Organizations
This presentation is based on
information contained in :
The Fifth Discipline by Peter Senge
The Fifth Discipline Fieldbookby Peter Senge, et. al.
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Five Requirements of a
Learning Organization
1.
Shared
Vision 2.Team
Learning
4.Organizational
Learning
5.
Personal
Mastery
3.Systems
Thinking
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1.
Shared
Vision
Gives a real sense of purpose.
Critical because it provides the focus and energy for learning.
Must be realgenuine
Learning organizations and high performing teams can not excel
-- or even exist -- without this.
Promotes focus and long-term commitment to organizational
effectiveness and survival.
Not an idea. rather a force of
impressive power. It lifts us out of
our existing aspirations, and opens
the doors to new ones.
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Draws out the commitmentof people throughout the
organization --IF developed witheveryones input.
1.
Shared
Vision
Not shared unless it has staying power and
evolving life-force that lasts for years.
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2.
Team
Learning
Team Learning is theprocess of aligning anddeveloping the capacity of
a team to create theresults its members truly
desire.
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2.
Team
Learning
It is team learning, not individuallearning, that adds to organizationallearning.
People need each other to achieve theirobjectives.
Teams are the key learning group oforganizations.
Talented teams are made up of talentedindividuals.
Team Learning is the building block for
organizational learning.
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3.
Systems
Thinking
Requires people to view the
structural aspects oforganizational performance
rather than individual
performance.
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3.
SystemsThinking
Framework for focusing on patterns andinterrelationships.
Widens peoples perspectives.
Involves adopting a holistic approach toproblem solving no individual blaming.
Involves the ability to see connectionsbetween issues, events and information
as a whole or as patterns, rather thanas a series of unconnected parts.
Not breaking problems up into individualpieces. The focus is on trying to
understand how relevant factorscollectively interact to produce theproblem.
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3.
SystemsThinking
A system is a perceivedwhole whose elements
hang together becausethey continually affecteach other over timeand operate toward acommon purpose.
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4.
Organizational
Learning
It is team learning, notindividual learning, thatadds to organizational
learning.
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Individual
Learning
TeamLearning
4.
Organizational
Learning
How Organizations Learn
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5.
Personal
Mastery
WithoutPersonalMastery,individualsandorganizations
are unable tocontinue tolearn how to
create.
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Relates to a special level of proficiencyachieved through a commitment to lifelonglearning.
Clear connection between individualdevelopment and organizational learning.
More than achieving a set of skillsand competencies.
Based on a commitment to truth aboutcurrent reality.
5.
Personal
Mastery
The essence of Personal Masteryis focusing on ultimate desiresapproaching life from a creative,rather than a reactive viewpoint.
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Learning
Organizations
Five Requirements For
Learning Organizations
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