The Fifth Discipline review ✓ eBook or Kindle ePUB

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The Fifth Discipline

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Th Discipline Senge describes how companies can rid themselves of the learning “disabilities” that threaten their productivity and success by adopting the strategies of learning organizations ones in which new and expansive patterns of thinking are nurtured collective aspiration is set free and people are continually learning how to create results they truly desire The updated and revised Currency edition of this business classic contains over one hundred pages of new material based on interviews with dozens of practitioners at companies like BP Unilever Intel Ford HP Saudi Aramco and organizations like Roca. Rarely would I use this term to describe anything but the good book itself but here goes this book is the bible for any leadermanagerOr maybe a better description would be the canon since it is a definitive work but one as by the theme of the book suggests that can and should be improved uponThe book is both frustrating and refreshing for the same reason it doesn't try and present it's ideas in an easily replicable framework Though an outlined framework or step by step processvenn diagram would make the reader feel at ease the author continually states that stuffing these ideas into an ubiuitous framework is next to impossible There is no panacea diagram that can be turned into a power point slide when building a learning organizationThus with the above point in mind this book uickly undermines most other strategy bookspapers and points out missed themes in other books like Good to Great Good to Great The point being that the underlying long term source of success in an organization is not its present strategy but its people and culture Only the uality of its people and a culture of openness allow an organization to continually adapt learn and grow James C Collins James C Collins touched on this idea in G2G when he discussed getting the right people on the bus but he made the fatal consulting mistake of seeing the overall results as static and linear rather than dynamic and self reinforcingHowever there are five main points that can summarize Senge's Peter M Senge reuirements for a learning organization1 Systems thinking2 Self awarenessemotional intelligence3 Vision4 Clear Communication5 Bottom up solutionsThese reuirements are reuirements for the organizations leaders but should be encouraged throughout the organization as wellUnfortunately for most organizations and people Senge's ideas are easy in theory but hard in practice I believe they are difficult to implement because once an organization hits a certain critical mass the needs of the individual start to diverge from the needs of the organization and at certain organizational sizes a horizontal and efficient structure always seems to teeter on the brink of pure chaosFor now organizational design is an art and a science and needs constant innovation and books like this one to help keep driving it forward until we can unlock the true secrets The Cowboy Collection: Caitlyn's Prize / Madison's Children / A Cowboy's Plan / This Cowboy's Son / The Horseman's Secret / The Brother Returns rid themselves of the learning “disabilities” that threaten their productivity and success by adopting the strategies of learning organizations ones in which new and expansive patterns of thinking are nurtured collective aspiration is set free and people are continually learning how to create Shattered Lullaby results they truly desire The updated and A Dad At Last revised Currency edition of this business classic contains over one hundred pages of new material based on interviews with dozens of practitioners at companies like BP Unilever Intel Ford HP Saudi Aramco and organizations like Roca. Rarely would I use this term to describe anything but the good book itself but here goes this book is the bible for any leadermanagerOr maybe a better description would be the canon since it is a definitive work but one as by the theme of the book suggests that can and should be improved uponThe book is both frustrating and The Consummate Cowboy refreshing for the same Crave reason it doesn't try and present it's ideas in an easily A Daddy for Dillon replicable framework Though an outlined framework or step by step processvenn diagram would make the A Shooting Star reader feel at ease the author continually states that stuffing these ideas into an ubiuitous framework is next to impossible There is no panacea diagram that can be turned into a power point slide when building a learning organizationThus with the above point in mind this book uickly undermines most other strategy bookspapers and points out missed themes in other books like Good to Great Good to Great The point being that the underlying long term source of success in an organization is not its present strategy but its people and culture Only the uality of its people and a culture of openness allow an organization to continually adapt learn and grow James C Collins James C Collins touched on this idea in G2G when he discussed getting the Sheik Daddy right people on the bus but he made the fatal consulting mistake of seeing the overall Daddy's Little Matchmaker results as static and linear Cooking Up Trouble / Kiss the Cook rather than dynamic and self The Daddy Surprise reinforcingHowever there are five main points that can summarize Senge's Peter M Senge Die Wildrose reuirements for a learning organization1 Systems thinking2 Self awarenessemotional intelligence3 Vision4 Clear Communication5 Bottom up solutionsThese Criminal Deception reuirements are The Renegade Cowboy Returns (Callahan Cowboys, reuirements for the organizations leaders but should be encouraged throughout the organization as wellUnfortunately for most organizations and people Senge's ideas are easy in theory but hard in practice I believe they are difficult to implement because once an organization hits a certain critical mass the needs of the individual start to diverge from the needs of the organization and at certain organizational sizes a horizontal and efficient structure always seems to teeter on the brink of pure chaosFor now organizational design is an art and a science and needs constant innovation and books like this one to help keep driving it forward until we can unlock the true secrets

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Oxfam and The World Bank It features a new Foreword about the success Peter Senge has achieved with learning organizations since the book’s inception as well as new chapters on Impetus getting started Strategies Leaders’ New Work Systems Citizens and Frontiers for the Future Mastering the disciplines Senge outlines in the book will• Reignite the spark of genuine learning driven by people focused on what truly matters to them• Bridge teamwork into macro creativity• Free you of confining assumptions and mindsets• Teach you to see the forest and the trees• End the struggle between work and personal tim. I'm not going to write a formal review on this one but it's worthy of a couple of comments I'm generally not a fan of business success books but Senge's observations about organizations and how they function and can function better is honest and spot on The Learning Organizations are those that see the greatest success and largely because their leaders cultivate an appropriately humble approach to mission fulfillment Everybody including top leaders are part of the organization they are not the organization and the organization is not them Building a culture of team players takes a lot of trust and that starts at the top When an organization applies the principles Senge lays out it can be highly effective Revival - Deluxe Collection, Volume 1 review on this one but it's worthy of a couple of comments I'm generally not a fan of business success books but Senge's observations about organizations and how they function and can function better is honest and spot on The Learning Organizations are those that see the greatest success and largely because their leaders cultivate an appropriately humble approach to mission fulfillment Everybody including top leaders are part of the organization they are not the organization and the organization is not them Building a culture of team players takes a lot of trust and that starts at the top When an organization applies the principles Senge lays out it can be highly effective

Peter M. Senge ì 3 free read

Completely Updated and RevisedThis revised edition of Peter Senge’s bestselling classic The Fifth Discipline is based on fifteen years of experience in putting the book’s ideas into practice As Senge makes clear in the long run the only sustainable competitive advantage is your organization’s ability to learn faster than the competition The leadership stories in the book demonstrate the many ways that the core ideas in The Fifth Discipline many of which seemed radical when first published in 1990 have become deeply integrated into people’s ways of seeing the world and their managerial practices In The Fif. This book isn't so much a knowledge management book as a tome on management philosophy Senge has a lot of great ideas and thoughts throughout the book There is the concept of leaders advocating vs inuiring The “what I say vs what I do” idea of Espoused vs In use theories The heart of the book is centered on five characteristics disciplines that organizations need in order to move into the next level of uality and competition I Systems Thinking This is the ability to see the patterns behind any behavior whether it is in the company or on a much personal level Senge spends a lot of time describing the idea and giving examples of how systems thinking provides leverage to make significant changes “Give me a lever long enough and I can move the world” is one of the many uotes here Senge also defines several archetypes of systems that he encounters over and over again The basic cycles are balancing processes and reinforcing processes A Balancing process with delay This is a simple cycle where an action in one direction eventually causes a reverse effect on the same variable This is a fairly standard feedback loop with delay in the control world It is interesting because the delay freuently makes people overreact when their first action appears to be ineffective B Limits to growth This is a pair of cycles One reinforcing cycle represents growth but is connected to a balancing cycle that reduces the effectiveness of the growth cycle C Shifting the burden This is archetype has paired balancing processes that affect a variable problem One process makes the problem go away temporarily The other process digs at the heart of the problem but freuently has a delay so that it is “easier” to use the temporary fix This has a side reinforcing process that adversely affects the ability to employ the long term solution Best is example is alcoholism where the alcoholic uses alcohol as a fix but the longer she drinks the harder it is to stop D Shifting the burden to the intervener A special case where an external entity is the uick fix slowly eroding the internal ability to solve the problem “Give a man a fish and you feed him for a day Teach a man to fish and you feed him for life” E Eroding goals Another special case where the fix is to let a goal slip This eases tension and sets up a downward spiral where the tension can only be relaxed by letting the fundamental goals slip F Escalation Two reinforcing processes linked by a common problem This is the model used to describe arms races or price wars G Success to the successful A limited resource is doled out in greater proportion to the most “successful” user of the resource leaving the other users short This can uickly spiral out of control leaving only one user H Tragedy of the commons A common limited resource is used by many groups While the overall usage is low there is no problem As all the users are successful they demand and of the resource As the resource becomes the constraint the tragedy is that the users do not see what is happening until too late This is freuently found in land use problems and was a likely cause of the dust bowl and over grazing of African savannas I Fixes that fail This is basically a shifting the burden without a second fundamental balancing loop There are the easy fixes that also cause long term problems Examples include cutting the maintenance budget to meet some financial goal which eventually leads to uality or other problems J Growth and under investment This archetype has three cycles A pair of balancing cycles limits a growth cycle This is a type of Limits to growth where the balancing process is sort of a Shifting the burden All the archetypes are simple descriptions of problems that freuently occur in business society family the environment anywhere problems arise Clearly real systems are complex beyond description The idea behind the archetypes is to II Personal Mastery The ability to know oneself; how one reacts to situations and people The ability to see how one's beliefs affect their environment Being open to change and new ideas Having a personal vision that causes internal tension and a desire to change and move in new directions III Mental Models Love of truth and openness are the goals to shoot for in this discipline Understanding that we all have mental models and willingness to examine one's own along with those of the organization IV Building Shared Vision Connecting people by generating visions that integrate personal vision for life and for the organization into an organic living whole V Team Learning The practiced discipline of learning together developing the best plan for the group Having true dialog amongst colleagues Increasing the collective intelligence above that of any one person in the room The whole is greater than the sum of its parts