This is a question I get asked often? What does it take to build a Learning Organization. How you enjoy this.

1. THINKING STRATEGICALLY
ABOUT BUILDING LEARNING
ORGANIZATIONS
Sheila Damodaran
Based on the works of "The Fifth Discipline" by Peter Senge 7/22/2010
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2. The Kaniza Triangle
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Do you see a bright triangle resting on top of three
circles and also a second triangle with black edges?
Based on the works of "The Fifth Discipline" by Peter Senge 7/22/2010

3. WHAT DOES THIS MEAN
WHEN WE WORK IN
ORGANIZATIONS?
Is it possible:
-We see things that are not there?
-We do not see things (that are there)?
Based on the works of "The Fifth Discipline" by Peter Senge 7/22/2010
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4. Case I: Manpower Shortage
FIRST VIEW: YET THE SYSTEMIC VIEW AND
WHAT WE SEE OUR REACTIONS LEVERAGE IS:
High attrition Recruitment
programmes
Low morale Welfare
programmes Not enough men
Time in classroom
on the ground
Blame on Dialogue sessions
management and
Persons' Quitting Level of Mistakes
supervisors
Needing to cut Curriculum Review
Level of Impact on
time in classroom Confidence one's Ego
Not enough men Overtime or
on the ground frequent shifts
Blame on officers Supervisory
actions 7/22/2010
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Based on the works of "The Fifth Discipline" by Peter Senge

5. Case II: Too Much Workload
FIRST VIEW: YET THE SYSTEMIC VIEW AND
WHAT WE SEE OUR REACTIONS LEVERAGE IS:
Unable to attend Increase training
training KPIs S
Perceive Service Quality Level of Level of instructions
to set aside current
complainants as training urgent files
file
S
troublemakers O O
Blaming the Dialogue else, Level of Time available for
complaints current file
supervisors punitive
O S
Succumbing to Scrutiny by Complainants Quality accorded
happiness to current file
mistakes inspectorate
S
No time for family Needing to appease
wife
Sense of caught in a Depression
downward spiral 7/22/2010
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Based on the works of "The Fifth Discipline" by Peter Senge

6. WHAT DID WE LEARN?
Based on the works of "The Fifth Discipline" by Peter Senge 7/22/2010
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7. WHAT PREVENTS US FROM
APPLYING THE SYSTEMS
VIEW TO OUR PROBLEMS?
Based on the works of "The Fifth Discipline" by Peter Senge 7/22/2010
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8. What is a Learning Organization?
 The ideas of Learning
Organization is intended to
help us do one thing! By
learning the practices and
principles of the five
disciplines, teams begin to
understand how we think
and therefore interact with
each other to make sense of
and create results that matter
in our realities
7/22/2010
Based on the works of "The Fifth Discipline" by Peter Senge
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9. New skills / capabilities
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 Aspiration: Orient towards what they care about
 Reflection and conversation: Reflect on deep
assumptions and patterns of behaviour
 Systems Thinking: See larger systems and forces at
play and to test these views
Based on the works of "The Fifth Discipline" by Peter Senge 7/22/2010

10. 10
Based on the works of "The Fifth Discipline" by Peter Senge 7/22/2010

11. Deep beliefs and assumptions in a
Learning Organization
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BEFORE AFTER
 We believe that a person  We see the invisible thread (causalities)
must be “in control” to be that weave our realities together and
effective. Lose control, instantly recognize our interrelatedness
take over control of them (cause and consequences)
 We embrace the  We become more willing to reveal our
analytical approach to uncertainties, to be ignorant, to show
answer all life’s problems incompetencies because they free our
 Belief that plans well-
capacity for curiosity, wonder and
thought out is adequate. learning.
 We develop a deep confidence within
 Culture based on
fragmentation, us and begin to see that we have far
compromise, defensiveness greater latitude to shape our future.
and fear  Aware of uncertainties of life
 People living with integrity, openness,
commitment and collective intelligence
Based on the works of "The Fifth Discipline" by Peter Senge 7/22/2010

12. New attitudes / beliefs / practices
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 This does not happen quickly. When it does, it
represents change at the deepest level in an
organizational culture. It is irreversible and therefore
does NOT go back to the old ways!
 We think we can change culture by simply declaring
new values (e.g. we espouse empowering, but an
attitude of “they won’t let us do it” prevails). Such
things produce cynicism when nothing happens.
 As experience changes, deep beliefs and assumptions
change and when this happens, culture changes
naturally.
Based on the works of "The Fifth Discipline" by Peter Senge 7/22/2010

13. ARCHITECTURE OF LEARNING
ORGANIZATIONS
Without the work of skilled and committed architects, they can never begin.
We need the shell to begin! 7/22/2010

14. Supposing you are building a new school,
what do you need?
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KNOWING WHAT YOU CARE TO
CREATE:
Overarching Ideas (how the school
building looks and how it could support the
learning we desire to occur)
•Deep appreciation for the five disciplines
PRACTICE:
Materials (needed for the
construction, wood, cement, UNDERSTANDING:
etc.) Theory/Methods/ Tools
•Drawing the archetypes (to design & eventually
•Uncovering frames build the physical
•Discovering aspirations structure)
•Seeing our systemic-ness •Learning the 60 tools
and therefore leverage •Discovering our belief in others
actions to turn all realities •Discovering our patience
around sustainably Based on the works of "The Fifth Discipline" by Peter Senge 7/22/2010

15. Tips
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 Must focus on all three, or the triangle collapses
 Leaders articulate the guiding ideas to which they
stay committed, else the effort is abandoned when
something hot comes along.
 Without the tools, theories, methods efforts at
change remain superficial.
 Without infrastructure, people have neither the
opportunity nor resources to pursue their visions or
apply the tools
 They lose faith not just in the organization, but in
the idea of learning.
Based on the works of "The Fifth Discipline" by Peter Senge 7/22/2010

16. Preparing the soil & developing the seeds
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 Many of the methods and tools of learning
organization will fail without changes in traditional
guiding ideas of management.
 New guiding ideas on the leaders’ work impossible to
instill without commitment to methods / tools.
Based on the works of "The Fifth Discipline" by Peter Senge 7/22/2010