The Disciplines of Learning Organisations

To practice a discipline is to be a lifelong learner. You never arrive; you spend your life mastering disciplines. You can never say, “We are a learning organization,” any more than you can say, “I am an enlightened person.” The more you learn, the more acutely aware you become of your ignorance. 
(Senge, 2006, p. 10)

Senge explained that combining five learning disciplines (systems thinking, personal mastery, mental models, building shared vision, and team learning) can innovate learning organizations. It is important to note that each discipline hinges upon the success or failure of the others.

To prepare for this Discussion, review the resources and reflect upon Senge’s (2006) five disciplines. Consider how you may use the disciplines to help managers and leaders learn to improve organizations.

Post in 2 pages an analysis of potential barriers faced by organizations in their attempts to become learning organizations. Next, provide two potential ways you might advise organizations to overcome those barriers using the five learning disciplines. Finally, explain how you, as a leader in a learning organization, might use learning disciplines to improve organizational learning.   

The resources

Senge, P. M. (2006). The fifth discipline: The art & practice of the learning organization. New York, NY: Doubleday.

                  Chapter 8, “Personal Mastery” (pp. 129–162)

                        Chapter 9, “Mental Models” (pp. 163–190) 

                  Chapter 10, “Shared Vision” (pp. 191–215)

                        Chapter 11, “Team Learning” (pp. 216–252)