Disciplines of a Learning Organization: Peter Senge


If there is one book that has influenced my business thinking the most, it is Peter Senge’s “ The Fifth Discipline – The Art and Practice of Learning Organization ” and I have referred to it many times over past years on this blog. Written in 1990, the insights contained in this book are even more relevant today when the rate of change has only accelerated – probably a reason why HBR identified this book as one of the seminal management books of the previous 75 years.

Senge 152

5 Key Lessons From Learning Organizations


Home Go to QAspire.com Guest Posts Disclaimer 5 Key Lessons From Learning Organizations Problems, challenges and inefficiencies (in one way or the other) are a part of any organization. How organizations deal with them makes all the difference. In my career so far, I have (broadly) seen two kinds of organizations. Dissatisfied customers, unhappy team members, disengaged middle management and difficulties in scaling the business.


Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Leaders and the Learning Organization

You're Not the Boss of Me

There was a time when everyone was jumping onto The Learning Organization bandwagon. This usually happened when times were good, when organizations felt a little more ebullient about their prospects and generous toward their employees. Budgets were cut and the Learning part of the organization dried up while the focus snapped back in line with the notion that wisdom and decisions could only come from the few and learning for the many was a luxury no one could afford.

Creating the Foundation for a Learning Organization

Deming Institute

presented a session at our 2016 annual conference titled: Applying Deming’s Philosophy and Theory to Create the Foundation for a Learning Organization. The idea that we need to pay attention to different needs of starting a management improvement effort and sustaining it is important. To sustain a management improvement effort needs specific types of people and systems. Cliff discussed how Deming’s management system requires leaders to change.

Community Management

Lead Change Blog

A network organization is resilient and sustainable. One of the largest barriers in several organizations is that many managers still tend to think using hierarchical paradigms. Targets, management on result, and control remain the magic words. What works better is transforming your organization into a network organization. Okay, but what is a network organization and how and why does it work? Then the community managers.

Peter Senge: How to Overcome Learning Disabilities in Organizations


As an organization grows, managing the flow demands work items to move from one team/department to another. Peter Senge , in his book “ The Fifth Discipline – The Art and Practice of Learning Organization ” outlines 7 organizational learning disabilities. He says, “It is no accident that most organizations learn poorly. What learning does occur takes place despite these learning disabilities – for they pervade all organizations to some degree.”.

Senge 153

Leaders and the Learning Organization | You're Not the Boss of Me

You're Not the Boss of Me

You’re Not the Boss of Me Skip to content Home About Me About This Blog ← A Reflection on the Hardness of Change Five Things That Help Create Real Teams → November 22, 2010 · 12:48 am ↓ Jump to Comments Leaders and the Learning Organization It is a testament to our naïveté about culture that we think that we can change it by simply declaring new values. There was a time when everyone was jumping onto The Learning Organization bandwagon.

Learning in a Connected Age: Leveraging Social Media


Language allowed us to create stories and human beings learned through stories shared in a social context. Learning was social in nature. Then, literature evolved and allowed many people to learn from the same sources. Learning was imparted by one to many and progression of our knowledge was linear – one level after the other. In an open and connected world, learning is imparted by many to many. Because learning is never static.

Media 140

How to Be Competent at Being Incompetent

Leadership Freak

Courage Failure Humility Insecurity Leading Managing Marks of leaders Personal Growth Strengths Trust weaknesses bob burg Growth Leadership Leadership Development learning organizations Management Organizational Development organizational success side benefitGuess what insecure leaders do when one of their weaknesses comes to light? They immediate explain why it isn’t a weakness and how it’s not that bad. I see it all the time.

How To 122

Deming on Management: Appreciation for a System

Deming Institute

Guest post by John Hunter , author of the Curious Cat Management Improvement Blog (since 2004). This is the fourth post in our “Deming on Management” series. This series provides resources for those interested in learning more about particular topics related to W.

Unique Leadership Skills

Coaching Tip

Good leaders have a strong effect on the success of an organization or business. What my research has revealed is that leaders of truly adaptive organizations possess a unique set of skills and thought processes, and simply being strong and successful is not an effective basis for leading and shaping an innovative organization," Dr. Fiona Kerr says. For a lot of people, these are skills and qualities that can be learned. These organizations wanted to change.

Skills 123

An Ongoing Conversation with Ed Baker, Episode #1 – January 28, 2019

Deming Institute

However, I do like the idea of plateaus since improvement is a learning process. continual improvement Dr. Deming management systems system of profound knowledge systems thinking theory of knowledge learning organization as a system System of Profound Knowledge understanding variation

Michael Marquardt: A second interview by Bob Morris

First Friday Book Synopsis

Mike also serves as President of the World Institute for Action Learning. He has held a number of senior management, training and marketing positions and has trained managers in over 100 countries since beginning his international experience in Spain in [.]. Yeo Stanford University Press United Nations Development Program World Institute for Action Learning Xerox

What we see…

Deming Institute

A few years ago, I read an account of the Airbus Quality Lean Academy, with an inspiring image of students entering a lean temple, where students are coached and developed “with the basis they need to become self-reliant problem solvers and spread the word around the business.” Maintaining an investment in such a dedicated learning environment for 15+ years is no small feat, especially with the challenges of the idiosyncrasies of the partner nations.

The “String” Theory of Systems Management in Schools

Deming Institute

Edwards Deming once wrote that a system needed to be managed, for without management the “parts” tend to act in their own interests and “sub-optimize” the system. However, Dr. Deming’s words are only the beginning of the journey to effective systems leadership/management.

Restoring Joy and Meaning to Learning

Deming Institute

Guest post by John Hunter , author of Management Matters: Building Enterprise Capability. The focus of Ingenium is “restoring joy and meaning to learning.” This idea ties together psychology (neuroscience) and systems thinking to help Ingenium school to seek systemic fixes that create systems that allow students to regain the joy and meaning in learning that so many schools do not support today.

Strategy-Towards Hypotheses, Experiments, Involvement & Learning

Management Excellence

Few would argue that a nimble, quick-to-learn and quick-to-adapt organization is a bad thing. Why then has the approach to strategy and the notion of “strategic planning” in so many organizations remained mired in a 1960’s kind of static, top-down event-focused model? Here are six ideas to transform your organization's approach to and effectiveness with strategy.

Strategy, Culture, Knowledge Management, Firm Performance: How Are They Linked?

Strategy Driven

Organizational culture includes three dimensions of collaboration, trust and learning. The cultural aspect of learning is enhanced though providing further opportunities and information sharing. Executives that use corporate strategy have found that it impacts learning culture through facilitating knowledge sharing throughout all levels of the organization. Further, executives have found that corporate culture impacts knowledge management.

‘Managers as Mentors’ Celebrates Publication Anniversary

Marshall Goldsmith

With more than 150,000 copies sold, “Managers as Mentors: Building Partnerships for Learning,” Chip Bell and Marshall Goldsmith’s classic guide to successfully combining these two interrelated roles has proven to be deeply influential among professionals in virtually every industry and leadership role. the third edition of “Managers as Mentors” is available in print and Kindle formats from Amazon.com.

Mentor 108

Current Neuroscience Understanding Related to Psychology and the Theory of Knowledge

Deming Institute

This is really a great talk that does a great job of illustrating the importance of understanding how our brains work (psychology) and how we think (and risks in what we think we know – theory of knowledge) and how it relates to managing our organizations. It is full of connections to many important ideas people need to understand to adopt better management practices in general and Deming based management practices in particular.

Everybody Thinking, Learning and Doing

Deming Institute

Brian Joiner also expressed this idea well : Real benefits come when managers begin to understand the profound difference between “cost cutting” and “eliminating the causes of costs.”. Dan’s presentation includes a nice discussion of the importance of understanding the organization as a system (in his words the value streams). Without an understanding of the overall system organizations frequently optimize components that in turn sub-optimize the whole.

#Coaching, OD, and Talent Management #ASTD

Management Craft

We had a great conversation about coaching and middle management. Interested in talent management? I added TONS more information and detail to my HCI M-Prize contest entry on the Management eXchange site. Check out the expanded post here: Start with a better questions to create a better talent management system: The Talent Management Cloud. We will be talking about high performance systems and learning organizations. Three things to share: 1.

Reflecting on David Garvin’s Imprint on Management

Harvard Business

Garvin was a generalist more than a specialist, perhaps because he came of age at HBS during the 1980s, when the school’s primary focus was the development of skilled general managers. But he gave us something just as important, I think: curiosity about — and great insight into — the gnarly, complicated work that general managers do. But the main contribution of “Is Yours a Learning Organization?”

NPV 47

Transforming a Management System – A Case Study From the Madison Wisconsin Police Department

Curious Cat

Step 1: Educate and inform everyone in the organization about the vision, the goals, and Quality Leadership. Begin discussion with top management team and train them. Share feedback with the chief and his management team. Get buy-in from top department managers. This begins at the top with the chief and the chief’s management team. If top managers within the organization are not authentically practicing Quality Leadership neither will anyone else.

Leading Towards a Network Organization

Lead Change Blog

In a previous blog , I wrote about why you should transform your organization into a network organization and promised to write about how to lead that transformation. To recap, a network organization is all about communities based on connectors and content. Connectors come from all layers of your hierarchy, know who’s who, know many people, have contacts throughout the organization, and get things done by connecting people to each other. Identify community managers.

Managers Aren’t Doing Enough to Train Employees for the Future

Harvard Business

Just 8% report having the opportunity to develop necessary leadership and management skills. For working Americans without supervisor support, only 48% say they are motivated to do their best at work, 39% are satisfied with their job, 16% say their company or organization makes them feel valued, and 22% would recommend their organization as a good place to work. Learning. Learning to Learn. You Can Learn and Get Work Done at the Same Time.

How to Protect Your Organization From the Amazon of Your Industry

Strategy Driven

Sure, you could decide to sell the business or have it acquired by another organization, but the control of the decision should be yours. The menace of which I speak is the digital marketing organizations that are springing up in most industries, offering services on a pay-per-lead basis.

Spark Learning with Experiences

Lead Change Blog

Those who use Experiential Learning will be far more successful in the long run than those who simply dictate or lecture. Encouraging team members to connect with their own experiences is central to the success of Experiential Learning. Remember that it is not the experience itself that triggers learning, but actually paying attention to the experience in a particular way rather than simply going through the motions. Team Dynamics Experiential Learning D.

How a Lean CEO Thinks and Why You Should Too

Leading Blog

The Lean CEO by Jacon Stoller gets to the thinking behind why Lean management works. It is a holistic approach to management. It is “a fundamental overhaul in the way companies manage people.” Stoller points out, Lean organizations outperform non-Lean organizations for two basic reasons: Brings Out the Best in People. Management does not lack data. It is a way of thinking about people that applies to any organization. Management

CEO 240

The Rainmaker Fab Five Blog Picks of the Week

Sales Wolf Blog

I hope you had a great weekend and are energized for a promising week of Maximizing Possibility in your organization! I like to start off each week by highlighting five posts from the HR, talent management, and leadership development blogosphere that I found to be especially good reading during the past week. Happy Monday!

Blog 148

Fostering Autonomy in a Team: 7 Lessons


Here are a few things I have learned (from my experiences and seeing other leaders perform) on fostering autonomy in your team: Recruit right: That’s where it starts. Look for professional integrity while hiring, because that is at the core or self-organization. Smart delegation is also about setting the ground rules/expectations and setting team members free to take work related decisions within given boundaries and/or organization constraints.

Team 142

6 Ways to Turn Managers into Coaches Again

Harvard Business Review

The role of the manager is currently undergoing a transformation. Historically, managers embraced the role of coach and mentor. Through informal conversations during the commute to work, over a coffee break, or while enjoying a burger after hours, managers passed along crucial information and knowledge about the organization’s culture. And yet, this function remains critical to the long-term health and productivity of the organization.

The Live Enterprise Model

Eric Jacobson

Authors Jeff Kavanaugh’s and Rafee Tarafdar’s new book, The Live Enterprise , is all about how to create a continuously evolving and learning organization. They explain that the very nature of organizations has come under pressure. And even change management is changing as well.

Are You Repeatedly Dealing With the Same Problems? @tnvora

Management Craft

Which kind of organization is your company? Or a "learning organization" that focuses on building new skills and preventing the problem from happening again? Tanmay over at QAspire has an interesting post about recognizing which kind of organization yours is. Many of you have told me that yours does not feel like a learning organization. What if you are a manager in an organization that does not learn from its mistakes?

20 Essential Terms that You Need to Know to Transform Your Business

N2Growth Blog

Whenever you begin business transformation work, it’s important to establish a common vocabulary that everyone in the organization can grasp and incorporate into their respective vocabularies. It influences the way work is organized, executed and informs the ways in which quality measured. Engagement – Employee engagement refers to the commitment of employees to the organization’s vision and goals.

The Fearless Organization

Leading Blog

In The Fearless Organization , Amy Edmondson explains what psychological safety is and what it isn’t and how we can create in our organizations. We all—most of us—manage our image. No matter what our line of work, status, or gender, all of us learn how to manage interpersonal risk early in life. And it is this fear we have of looking bad or retribution that organizations must reduce or eliminate if we are to help people to bring their best to work.

Value-Added Leadership

Strategy Driven

This ladder holds true for managers and employees within the organization, as well as outside consultants brought in. At whatever level one enters the ladder, he-she is trained, measured for performance and fits into the organization’s overall Big Picture. One rarely advances more than one rung on the ladder during the course of service to the organization in question: Resource. Have succeeded and failed…and learned valuable lessons from both.

Interview: Chip Bell and Marshall Goldsmith on Art of Effective Mentoring


Bell and Marshall Goldsmith released the revised edition of their classic book “ Managers as Mentors: Building Partnerships for Learning ”. Arie de Guies wrote in his book, “The Living Company” these words: Your ability to learn faster than your competition is your only competitive sustainable advantage.” Leaders create learning organizations. Tanmay Vora] Not all managers possess the qualities required to become an effective mentor. Last week, Chip R.

Mentor 152

The Winners of the Management 2.0 Challenge: How They Are Reinventing Management

Harvard Business Review

Just two months ago, we announced the Management 2.0 Challenge , asking how could technology inform and enable management innovation. There is so much to learn, borrow, and build upon in these winning entries when it comes to how we can use the principles, and tools of the Web to make our organizations more adaptable, innovative, inspiring, and accountable. Entangled Talents: a 21st-century Social Learning System.

The Hidden Ways Organizational Culture Can Impact Your Team’s Functioning

Lead Change Blog

A few years ago when I was managing a high energy, informal, friendly, and fun team, I could count on everyone to work well together–with one exception. At a corporate or team level we would describe those cultures with different language: Flexibility/Discretion : The organization focuses on its ability to change with circumstances or market forces and empower its workforce. Involvement/Clan: Commitment to the organization is most valued.

Team 315

Corrective Action Program Best Practice 5 – Anonymous Condition Reports

Strategy Driven

Regardless of the degree to which an organization embraces the values of a learning organization, the reporting of some specific adverse conditions or trends may be perceived to be unwelcomed by one or more potential condition report authors. Want to learn more? Click here to learn about the benefits of a StrategyDriven Premium Membership.

Applying Quality as a Business Strategy at Hallmark Building Supplies

Deming Institute

Now we have added the full presentation to our YouTube channel: Louie provides an informative discussion of the transformation of Hallmark Building Supplies as they adopted Deming’s ideas to manage their organization. It is often useful to learn about the journey of transformation of an organization to a new management system. Doing so helps illustrate that the process is a long term effort to continually improve the management system of the organization.

6 Skills You Need to Win the Long Game

Leading Blog

If strategic leaders are to thrive and play the long game they need six elements critical for effective strategic leadership : Anticipate, Challenge, Interpret, Decide, Align and Learn. Align : Strategic leaders engage stakeholders to understand change readiness, manage differences and create buy-in. Do you regularly engage your managers’ direct reports in decisions that affect their work?

Skills 240