Why creating Learning Organizations is hard




Five Disciplines
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Samuel, UK

Why creating Learning Organizations is hard

According to Senge, transforming organizations into learning organizations is not easy, because managers have to surrender their traditional spheres of power and control to the people who are learning. Learners should experiment and be allowed to make mistakes. Also learning organizations require trust and management involvement which are frequently absent.
 
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Ceferino Dulay, Jr.
Philippines
 

Creating Learning Organizations is not so Hard

I think the word "surrender" is an overkill creating learning organizations does not have to be hard. I would rather think of the managers' role as interactive and supportive. If a manager is able to give clear objectives and organize the work in teams so that people learn from each other, learners are still able to experiment but with much less mistakes than when done individually. Managers don't give up control since project reviews and employee reviews are opportunities to share their views, experiences and directions with the team.

   

More on Five Disciplines:
Summary
DIscussion Topics
Turning an Organization into a Learning Organization
What are Mental Models?
Schools as a learning organisation
Three Levels in Senge's 5 Disciplines
Summary of Senge's Ideas
More Factors than Learning in Organizations
Characteristics of a Learning Organisation
Hard But Sweet Nut to Crack
What Skills do Employees Need in a Learning Organization?
How to Become a Systems Thinker?
Skills of Leaders of Learning Organizations?
Pillars of the Five Disciplines
Aligning a Firm's Vision Statement to Peter Senge's Disciplines
Learning Organizations in Social Services
Learning Organizations vs Social Media
Does Senge's View of Systems Thinking Go Far Enough?
Applying Mnemonic Tools
What are the Merits of Senge for Human Resources Development?
👀Why creating Learning Organizations is hard
🔥Applying Learning Organizations at Society Level
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