Guys, I found 5th Discipline an awe-inspiring work of Peter Senge. Brief introduction is attached in the ppt. Regards, Raj

1. 9th Aug, 2013

2.  The Art & Practice of The Learning Organisation
The Fifth Discipline - Peter Senge - Part 1

3. Systems Thinking
Personal Mastery
Mental Models
Building Shared
Vision
Team Learning
The 5 Disciplines

4. It’s a conceptual framework, a body of knowledge
and tools that has been developed over the past 50
years To make the full patterns clearer and
to help us see how to change them
effectively.
Eg. Cloud masses, sky darken, leaves twist
upwards.
Systems Thinking

5. Discipline of continually clarifying and deepening
our personal vision, of focusing our energies, of
developing patience, and of seeing reality
objectively.
An organisations commitment to and
capacity for learning can be no
greater than that of its members.
Personal Mastery

6.  Deeply ingrained assumptions, generalisations or even pictures or
images that influences how we understand the world and how we
take action.
 Discipline of working with mental models starts with turning the
mirror inward; learning to unearth our internal pictures of the
world, to bring them to the surface and hold them rigorously to
scrutiny.
 It also includes “Learningful” conversations that balance inquiry
and advocacy, where people expose their own thinking effectively
and make that thinking open to the influence of others.
Mental Models

7.  The practice of shared vision involves the skills of unearthing
shared “pictures of the future” that foster genuine commitment and
enrollment rather than compliance.
 In mastering this discipline, leaders learn the counter
productiveness of trying to dictate a vision, no matter how heartfelt
 IBM – “ Service”
 Polaroid – “ Instant Photography”
 Ford – “ Public Transport for the masses”
 Apple – “ Computers for the rest of us”
Building Shared Vision

8.  When teams are truly learning, not only are they producing
extraordinary results, but the individual members are growing more
rapidly than could have occurred otherwise.
 Team Learning is vital because team, not individuals, are the
fundamental learning unit in modern organisations. Unless Teams
Learn, Organisation cannot Learn
Team Learning

9.  Real Learning gets to the heart of what it means to be human.
 Through Learning we RE-CREATE ourseleves.
 Through Learning we become able to do something we never were
able to do.
 Through Learning we reperceive the world and our relationship to
it.
 Through Learning we extend our capacity to create, to be part of
the generative process of Life
 Shift from “Survival/Adaptive Learning” to “ Generative Learning”
Metanoia – Shift of Mind

10. 10
Learning Disabilities
1) I am my position
2) The enemy is out there
3) The Illusion of Taking Charge
4) The Fixation on Events –(eg. Qtr results)
5) The Parable of the Boiled Frog
6) The delusion of Learning from Experience
(We learn best from experience but we never directly experience the
consequences of many of our most important decisions.)
7) The Myth of the Management Team – Skilled

11. Todays problems come from yesterdays “solutions”
The harder you push, the harder the system pushes back.
Behaviour grows better before it grows worse
The easy way out usually leads back in
The cure can be worse than the disease
Laws of the fifth Discipline

12.  Faster is slower
 Cause and Effect are not clearly related in time and space
 Small changes can produce big results – but the areas of highest leverage
are often the least obvious
 You can have your cake and eat it too but not all at once
 Dividing an elephant in two does not give you two elephants
 There is no blame