The technology driven enterprise demands a new leadership paradigm – one that creates a far stronger, more genuine link between the achievement of corporate objectives and the employee’s realization of his deepest, often unexpressed, intensely personal growth needs.
Thus, rather than the mere promise of greater corporate status and power, followership is borne of belief in the leader’s true understanding and caring for the employee’s holistic being and welfare, and thus flows from greater intimacy.
Kendall A. Elsom, Jr., President, CEO Genesis Consulting Partners
In The Fifth Discipline, Peter Senge introduces five new component technologies, or disciplines that “are gradually converging to innovate learning organizations.” They are systems thinking, personal mastery, mental models, building shared vision, and team learning. According to Senge, organizations that practice these disciplines are adaptable, self-organizing, and have the potential to “continually enhance their capacity to realize their highest aspirations.”
Below are two of the five disciplines. We will cover the other three in the next blog article.
As previously described, systems thinking takes the approach that to have impact, the organization needs to be viewed in its entirety with recognition that the whole is greater than the sum of its parts. While one participates in a system, it is sometimes difficult to see the overall pattern and how that pattern changes over time. Since parts of organizations are connected by numerous interactions, the effect on other parts may take years to play out.
Traditional approaches tend to view each part in isolation, often never getting to some of the deepest issues. Senge defines systems thinking as “a conceptual framework, a body of knowledge and tools that has been developed over the past fifty years, to make the full patterns clearer, and to help us see how to change them effectively.”
Senge defines personal mastery as “the discipline of continually clarifying and deepening our personal vision, of focusing our energies, of developing patience, and of seeing reality objectively.” As someone might strive for master status within a trade, mastery is a special level of proficiency or self-actualization. It is a foundational element of the learning organization since “an organization’s commitment to and capacity for learning can be no greater than that of its members.”
Unfortunately, this is where many organizations fall short, leading to vast untapped potential. Most people enter business full of optimism and energy. But after a number of years, they become disenchanted and just put in their time until retirement with minimum effort. Therefore, it is critical for management to hire and inspire toward the goal of each member striving for personal mastery.
Join us next week for the other 3 disciplines.