“…“learning organizations,” organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together.”
The Fifth Discipline shares the five distinct disciplines to design a learning organization. A learning organization is one where people collaborate to create new ideas and adapt to changing circumstances.
- Systems Thinking
- Personal Mastery
- Mental Models
- Building Shared Vision
- Team Learning
Senge believes that these five disciplines work in concert to create a learning organization. One without the others will not shape the right environment. Systems thinking is a mindset. The goal is to notice systems and learn how to change them. Personal mastery is the desire of a person to be the best at what they do. Mental models are images in our minds of how reality might work. A shared vision is the shared picture that drives individual contributors to act and partake in their work. Its goal is to inspire. Finally, team learning is the ability for a team to trust each other and be vulnerable in learning from each other, the market, and making something better based on their dialogue.
Peter Senge uses the beer game to teach systems thinking. It illustrates if you only do your assigned job in a supply chain, you will cause havoc. Facing a sharp rise in customers orders, you might keep requesting more beer until you have too much inventory you cannot sell.
Systems create their crises. People placed in the same situation make the same decisions.
Perception, goals, rules, and norms can cause unintended actions.
The players in the game can subvert instability but rarely do. They cannot see how their actions might cause ripple effects.
To improve your score, you must redefine your realm of influence. Everyone must cooperate and make level-headed decisions to improve their score. One person can throw the system into fits.
The Fifth Discipline is about taking ownership over your impact on the systems you are complicit in the system. When you adopt a systems thinking mindset, you observe the systems you are part of and consider how you might be enabling the system. You can reflect on whether you are pursuing your mastery. The book is a leadership book in disguise. The point of mental models is to communicate your ideas more clearly. Ask questions about each other’s mental models to learn or correct them. Identify if you have existing assumptions. Miscommunication can stem from mismatching mental models. A shared vision sets apart organizations that need to get things done and those with a purpose in how they envision creating a better world. Team learning is about creating an environment where contributors can bring their best selves and collaborate on solving problems. Awareness of these disciplines allows you to seek lasting leverage in creating a learning organization.