The Fifth Discipline Fieldbook

The Fifth Discipline Fieldbook The Fifth Discipline The Art And Practice OfThe Fifth Discipline Is A Remarkable Book That Draws On Science, Spiritual Values, Psychology, The Cutting Edge Of Management Thought And Senge S Work With Leading Companies Which Employ Fifth Discipline Methods Reading It Provides A Searching Personal Experience And A Dramatic Professional Shift Of MindThe Fifth Discipline The Art Practice OfThis 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 WikipediaThe Fifth Discipline PSenge Summary These Five Disciplines A Shared Vision, Mental Models, Team Learning, Personal Masteryand System Thinking The Fifth Discipline, System Thinking, Is The One Discipline That Binds The Other Four And Therefore The Discipline Where The Focus Of Change Management Should Be Thedisciplines Will Shortly Be Addressed In This Article, As Well As Three Levels Of Explanations, Seven Learning The Fifth Discipline Summary Peter Senge NicoBros

Peter M. Senge is a senior lecturer at the Massachusetts Institute of Technology. He is also founding chair of the Society for Organizational Learning (SoL), a global community of corporations, researchers, and consultants dedicated to the "interdependent development of people and their institutions."
--from the author's website

❴Reading❵ ➸ The Fifth Discipline Fieldbook Author Peter M. Senge – Hookupgoldmilf.info
  • Paperback
  • 593 pages
  • The Fifth Discipline Fieldbook
  • Peter M. Senge
  • 13 February 2017
  • 9780385472562

10 thoughts on “The Fifth Discipline Fieldbook

  1. says:

    The companion to The Fifth Discipline - the parent book lays out the principles and provides some examples, and this work goes further in helping readers put the concepts to practical use. Highly recommended for anyone who is working to improve the functioning of any human system.

  2. says:

    These 5 key disciplines keep coming up in others books about how to manage successfully. This is the step by step with check points version

  3. says:

    Recommended by our leadership consultant, this is a classic text and full of useful case studies and models. Quite specialised and technical in parts, but if you are interested in the idea of being a learning organisation, it is a good place to start.

  4. says:

    This is a complementary book to "The Fifth Discipline". The aim of the book was to provide toools to the first book, but I found it a bit weak & not that practical.

  5. says:

    This is one of my "go to" books when it comes to organisation performance and improvement. Although the book has been around for a long time, the lessons remain as valid today as ever.

  6. says:

    This is an extraordinary book that outlines the benefits of transforming your organization into a learning organization.

  7. says:

    Became a point of reference in the office some years back when we were going through massive changes.

  8. says:

    Very interesting book which gives some excellent insights about how to build a successfully organisation by building a learning organisation. one of the key tools that i took away from the book was the theory (not new by any means) around systems thinking. the ability to view an action in its holistic sense with an awareness of the interdependencies that act has with others and what the ramifications are. it gives you some very practical insights into improving your consulting skills but i guess some of the tools shown can be equally well applied in real life to relationships as well. Senge calls systems thiking the 5th discipline which intergrates these 4:
    1."Personal mastery is a discipline of continually clarifying and deepening our personal vision, of focusing our energies, of developing patience, and of seeing reality objectively."
    2."Mental models are deeply ingrained assumptions, generalizations, or even pictures of images that influence how we understand the world and how we take action."
    3."Building shared vision a practice of unearthing shared pictures of the future that foster genuine commitment and enrollment rather than compliance."
    4."Team learning starts with dialogue, the capacity of members of a team to suspend assumptions and enter into genuine thinking together."

  9. says:

    I remember when I got out of my undergraduate studies in the early 1990s the buzzword “Learning Organization” was all in fashion. At the time there were a lot of discussions around making our organization a learning organization to compete with the Japanese.

    We didn't have a good understanding of what was happening with the Japanese invasion, so we played whack-a-mole trying different things to see what worked. Within a couple of years “Learning Organization” was not talked about much other than by a few, die-hard zealots.

    This book tries, at times not too successfully, to separate the practice from the theory of building a Learning Organization.

    The audiobook brings you back to the days of “books on cassette.” The chapters are long and seem to cut off in weird places. Although the book is written to create a Learning Organization, I think that it can be equally valid as a book for a Learning Individual. The various disciplines are useful for an organization of 10,000 or an organization of 1.

  10. says:

    Even though this book is rather dated, I refer to it frequently. Peter Senge is the father of learning communities and this book contains a wealth of information about how effective learning organizations function. From the Ladder of Inferences, to dealing effectively with conflict and change, this book is a treasure.

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