Reviews
Пятая дисциплина. Искусство и практика обучающейся организации by Питер Сенге, Peter M. Senge
dorothy_gale's review against another edition
3.0
The ideas presented in this book make sense, however the stories and examples used didn't have a strong connection. He seemed to spend more time on the first four disciplines than on how to integrate them for the 5th. The idea of a learning organization is very exciting to me, as is team learning, but I felt like it didn't go into enough detail. However, I did listen to the Abridged version (4hr 20min) as I couldn't find an Unabridged one. I am curious about the field book. The 7 Learning Constraints is probably a summary I'd print and post on my wall as a good reminder. Of the 9 System Archetypes... a few of them make sense to me, but most do not resonate. The idea of Mental Models is something I'd like to explore more as it may speak to a more comprehensive "Why" in an integral approach. Specific ideas I like.... "people are continually learning how to learn together," "collective aspiration is set free," "learningful conversations that balance inquiry and advocacy," true "dialogue," "today's problems come from yesterday's solutions," and "cause and effect are not closely related in time and space" (good reminder from prior learning). When contrasted, systems thinking clearly seems preferable to linear thinking, but in today's climate and dynamic business environments, I wonder how much time we have to be that comprehensive. Senge says that when we get fluent in the language of systems thinking, we start to see circles of causality... I would like to know more about that idea. Thankfully, I do have a hard copy version of this book because it looks like the info in the appendices might be helpful. The author did mention that (at the time of publication) no organization had really implemented this approach; I think it would be helpful for me to see it applied in real life. Overall, the book seemed like a good teaser to a few specific concepts I'd like to explore more.
diannamorganti's review against another edition
3.0
This book was written in 80s, and it makes lots of technology references that are humorous. (I’m on a weird kick of reading old classics in the field of productivity/leadership). Still, the framework holds up well. It was a short audiobook (4 hours maybe) that switched between the narrator and the author, which was a nice format.
The things I’ll continue learning about that were introduced:
1. The disciple of personal mastery, which is the first one. This concept of continuous learning making you a more open leader was interesting. This is a discipline of mine already, but I’d like to learn more about how Senge defines it.
2. Dialogue as defined by Senge. I don’t know anything about him as a person, but I like his thoughts about dialogue. He defines it as a conversation where participants “suspend” their assumptions, biases, prejudices, etc - and by “suspend” he means to acknowledge and hold it up in the conversation.
3. Creative tension - the space between your vision and reality is your creative tension. It exists alongside emotional tension but shouldn’t be confused with it. You need to get past your emotional tension and work within the space of creative tension.
The things I’ll continue learning about that were introduced:
1. The disciple of personal mastery, which is the first one. This concept of continuous learning making you a more open leader was interesting. This is a discipline of mine already, but I’d like to learn more about how Senge defines it.
2. Dialogue as defined by Senge. I don’t know anything about him as a person, but I like his thoughts about dialogue. He defines it as a conversation where participants “suspend” their assumptions, biases, prejudices, etc - and by “suspend” he means to acknowledge and hold it up in the conversation.
3. Creative tension - the space between your vision and reality is your creative tension. It exists alongside emotional tension but shouldn’t be confused with it. You need to get past your emotional tension and work within the space of creative tension.
erikars's review against another edition
5.0
Some books are perspective changing and some take a perspective already inside of you and develop it into a much more powerful and actionable set of tools. The Fifth Discipline is the latter sort of book. It is like an application of my attitude toward life directly to organizational leadership.
Even though this book is fairly short, it took me weeks to read. Every time I read it, there was an observation or a tool that I had to think about or share. (And oh, how I love systems thinking.)
There are many summaries available online, so I won't try to add another. Instead, I'll just say that if this book sounds at all intriguing to you, you should read it.
Even though this book is fairly short, it took me weeks to read. Every time I read it, there was an observation or a tool that I had to think about or share. (And oh, how I love systems thinking.)
There are many summaries available online, so I won't try to add another. Instead, I'll just say that if this book sounds at all intriguing to you, you should read it.
morgan_blackledge's review against another edition
4.0
Author Peter Senge’s classic treatise on the composition of ‘learning organizations’ i.e. organizations that change adaptively in response to problems and based on collaborative insight and shared values.
The five disciplines are:
1. Personal Mastery, entailing honest reflection and evaluation for the purpose of identify individual and organizational shortcomings, strengths, needs and goals.
2. Mental Models, referring to explicit understanding of our otherwise implicit personal and organizational assumptions, biases, schemata, point of view, etc.
3. Shared Vision, referring to the practice of clear definition and (most importantly) enactment of guiding principles and aspirations.
4. Team Learning, the practice of collaborative learning and supportive group inquiry.
5. Systems Thinking, the powerful holistic approach to viewing organizational behavior.
The topic of Systems Thinking is why I picked up this book in the first place. But I was pleasantly surprised by the clarity and usefulness of the other material.
I loved the book, and immediately began reading the sequel; the Fifth Discipline Field Guide.
Why only 4 stars ( ?
The five disciplines are:
1. Personal Mastery, entailing honest reflection and evaluation for the purpose of identify individual and organizational shortcomings, strengths, needs and goals.
2. Mental Models, referring to explicit understanding of our otherwise implicit personal and organizational assumptions, biases, schemata, point of view, etc.
3. Shared Vision, referring to the practice of clear definition and (most importantly) enactment of guiding principles and aspirations.
4. Team Learning, the practice of collaborative learning and supportive group inquiry.
5. Systems Thinking, the powerful holistic approach to viewing organizational behavior.
The topic of Systems Thinking is why I picked up this book in the first place. But I was pleasantly surprised by the clarity and usefulness of the other material.
I loved the book, and immediately began reading the sequel; the Fifth Discipline Field Guide.
Why only 4 stars ( ?
lacellej2012's review against another edition
challenging
informative
inspiring
reflective
slow-paced
4.0
ali_str's review against another edition
3.0
Well, I listened to the abridged version (unknowingly at first), I think I should at least partially reread the unabridged version. Points on mental models and systems thinking are useful and to the point.
mandarchy's review against another edition
4.0
Even though it was more about business than education, and I think we can all agree that the business model has been tried and we need to get back to the business of education with the students in mind instead of the product, I still appreciated this book as a point of motivation and reflection. Anyone have a suggestion how to better punctuate that sentence?