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Session 4 Why Organizations Dont Learn

The document discusses why organizations have difficulty learning and provides challenges that inhibit organizational learning. It outlines Peter Senge's concept of a learning organization and the five disciplines needed. Some of the challenges discussed are a fear of failure, a fixed mindset, overreliance on past performance, exhaustion from lack of reflection, and an overly narrow view of expertise. The document suggests embracing a growth mindset, destigmatizing failure, building in reflection time, and encouraging strengths to help organizations overcome these challenges.

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adebira
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51 views

Session 4 Why Organizations Dont Learn

The document discusses why organizations have difficulty learning and provides challenges that inhibit organizational learning. It outlines Peter Senge's concept of a learning organization and the five disciplines needed. Some of the challenges discussed are a fear of failure, a fixed mindset, overreliance on past performance, exhaustion from lack of reflection, and an overly narrow view of expertise. The document suggests embracing a growth mindset, destigmatizing failure, building in reflection time, and encouraging strengths to help organizations overcome these challenges.

Uploaded by

adebira
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Why Organizations don't Learn

Outline

The learning organization


The 5th Discipline
Bias! Bias!! Bias!!! Bias!!!!
the Learning organization

“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 to learn
together.”
- PETER SENGE
The Fifth Discipline
the skill of
continually
the ability to unearth our
clarifying and
internal pictures of the world, to
deepening our Personal Mental
scrutinize them, and to make
personal vision. Mastery Models them open to the influence of
others.

the discipline that Learning


integrates the Organization the practice of unearthing
others, fusing them Systems Shared
shared “pictures of the
into a coherent Thinking Vision future” that foster genuine
body of theory and commitment.
practice.
Team
Learning
the capacity to think
together which is gained
by mastering the practice
of dialogue and
discussion.
so why don't organizations
learn?
...toward Success
Excessive
Learning from failure vs. Preoccupation with success !

Challenge #1: Fear of Failure


Challenge #2: A Fixed Mindset
Challenge #3: Over-reliance on past performance
Challenge #4: The attribution bias
...toward Action

aversion to inaction

Challenge #1: Exhaustion


Challenge #2: Lack of reflection
...toward Fitting in

Natural tendency to fit in

Challenge #1: Believing we need to conform.


Challenge #2: Failure to use one’s strengths
...toward Experts

• Challenge #1: An overly narrow view of expertise

• Challenge #2: Inadequate frontline involvement


Overcoming the Challenges

 Destigmatize failure.
 Embrace and teach a growth mindset
 People who are taught a growth mindset see more
opportunities for improvement.
 Build breaks into your schedule.
 Take time to just think.
 Encourage reflection after doing.
 Encourage people to cultivate their strengths
• introspection and daily goal setting -10mins
• goal setting 1-3 years - 10mins
goal setting 3-5 years - 10mins
Path to knowledeg - 15mins
path to God - 15mins

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