Five Disciplines (Senge)

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Fifth Discipline - SengeFor Peter Senge (1990), change is teaming and learning is change. Thus, it is possible for organizations to learn to change because "deep down, we are all learners". In his book "The Fifth Discipline", Senge wants to destroy the illusion that the world is created out of separate, unrelated forces. When we give up this illusion, we can then build '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. Managers must learn to detect seven organizational 'learning disabilities' and use the "Five Disciplines" as antidotes to them.


The Five Disciplines of Senge

The five components in the model from Senge are:

  1. Systems Thinking. The integrative (fifth) discipline that fuses the other 4 into a coherent body of theory and practice.

  2. Personal Mastery. People must regard their life and their work such as an artist would regard a work of art.

  3. Mental Models. Deeply ingrained assumptions or mental images that influence how we understand the world and how we take action.

  4. Building Shared Vision. If there is a genuine vision, people excel and learn, not because they have to, but because they want to.

  5. Team Learning. Team-members participate in true dialogue. They suspend their assumptions.

All these 5 disciplines must be employed in a never-ending quest to expand the capacity of the organization to create its future. Learning Organizations are those organizations that can go beyond survival learning, to perform generative learning: a form of learning that enhances their capacity to create.
 

Book: Peter Senge - The Fifth Discipline -


Special Interest Group - Five Disciplines


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Forum - Five Disciplines  

Discussions about Five Disciplines.


  Turning an Organization into a Learning Organization
I have worked on changing people's thinking. But, in organizational context, the turning point for converting a conventi (...)
 
 
 
 
  Summary of Senge's Ideas
Senge can be summarized as follows: People should put aside their old ways of thinking (developing new mental models fo (...)
 
 
 
 
  More Factors than Learning in Organizations
Let us think first in the present days of neck to neck competition, how far the models of 90s are suitable. Governments, (...)
 
 
 
 
  Hard But Sweet Nut to Crack
Converting a conventional organization into a learning organization is a hard nut, but if cracked offers sweetness. A fe (...)
 
 
 
 
  Skills of Leaders of Learning Organizations?
What skills or traits do leaders or managers need in a Learning Organization? (...)
 
 
 
 
  How to Become a Systems Thinker?
How does one become a systems thinker? After reading The Fifth Discipline and getting interested in the subject I have r (...)
 
 
 
 
  Learning Organizations in Social Services
I am currently researching the application of the theories of Senge's 'Learning Organization' in the social services set (...)
 
 
 
 
  Learning Organizations vs Social Media
I think that we can develop a different point of view or a relationship between social media and learning organizations. (...)
 
 
 
 
  Pillars of the Five Disciplines
Senge's five disciplines would not be well understood without considering the following critical pillars: values, guidin (...)
 
 
 
 
  Aligning a Firm's Vision Statement to Peter Senge's Disciplines
How can a firm's vision statement be crafted in line with Peter Senge's 5 disciplines? I want to have an insight on how (...)
 
 
 
 
  Does Senge's View of Systems Thinking Go Far Enough?
In the 5th Discipline Senge outlines his views on systems thinking, when in reality this is only one dimension of the sy (...)
 
 
 
 
  Applying Mnemonic Tools
Senge's 5th discipline offers a practicable tool leading to organizational learning and enhanced overall corporate relat (...)
 
 
 
 
  What are the Merits of Senge for Human Resources Development?
What are the pros and cons of Senge's Learning Organization for Human Resources Development? Any help would be greatly g (...)
 
 
 
 
  Why creating Learning Organizations is hard
According to Senge, transforming organizations into learning organizations is not easy, because managers have to surrend (...)
 
 
 
 
Hot Applying Learning Organizations at Society Level
Our technological progress is outpacing our social progress.We are caught in an evolutionary mismatch: Our technological (...)
 
 
 
 

Best Practices - Five Disciplines

Here you find the most valuable discussions from the past.


  What are Mental Models?
I understand how to use 4 disciplines but maybe somebody can explain me the mental models... Thanks... (...)
 
 
 
 
  Schools as a learning organisation
Educational orgainsations also need to develop themselves to be learning organisations. This is mainly because of the ch (...)
 
 
 
 
  Three Levels in Senge's 5 Disciplines
A ‘discipline’ is viewed by Senge as a series of principles and practices that we study, master and integrate into our l (...)
 
 
 
 
  Characteristics of a Learning Organisation
What are the characteristics of a learning organisation? (...)
 
 
 
 
  What Skills do Employees Need in a Learning Organization?
What skills or traits do employees / knowledge workers need in a learning organization? (...)
 
 
 
 

Expert Tips - Five Disciplines

Here you will find advices by experts.


 

Building an Organizational Coaching Capacity

Developing an Organizational Coaching Capacity, Learning Organization, Developing Coaching as an Organizational Capacity (...)
 
 
 

Capturing Learned Lessons

How to Capture Organizational Learning? Best Practices (...)
 
 
 

To What Extent are you a Learning Organization?

Take this Test..., Benchmarking the Depth of Learning in your Organization (...)
 
 

Resources - Five Disciplines

Here you find powerpoint presentations, micro-learning videos and further information sources.


Knowledge Management Between Fad and Relevance

Knowledge Management (...)
 

Knowledge Management and Organizational Learning

Models, Implementation, Overview, Examples (...)
 

Organizational Learning and Senge's Five Diciplines

Creating a Learning Organization (...)
 

Introduction of Organizational Learning

Initial Understanding of Organizational Learning (...)
 

Introduction to Organizational Learning and Learning Organizations

Organizational Learning, Learning Organizations (...)
 

Five Disciplines Diagram

Learning Organizations (...)
 

Compare with Senge's Five Disciplines:  Organizational Learning  |  Organizational Memory  |  System Dynamics  |  Theory of Mechanistic and Organic Systems  |  Fourteen Points of Management  |  Eight Attributes of Management Excellence  |  Ten Principles of Reinvention  |  Theory X Theory Y Theory Z  |  Business Process Reengineering


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Special Interest Group Leader
Gerard Leigh
Business Consultant

 


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