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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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