Podcasts about fifth discipline

This week on the Build a Vibrant Culture Podcast, Nicole interviews Willie Pietersen. Willie specializes in strategy and the leadership of change, and his methods and ideas-especially strategic learning-are widely applied within the Columbia's executive education programs, and also in numerous corporations. He has served as a teacher and advisor to many global companies, including Aviva, Bausch & Lomb and Boeing.  Willie is the author of three books and numerous articles, and in this episode we'll be looking at his latest book: Leadership - The Inside Story: Time Tested Prescriptions for Those Who Seek to Lead.In this episode, Willie and Nicole talk about: [00:06:38] How Nelson Mandela's personal values led to unprecedented leadership[00:24:29] How philosophy helps us think more clearly and do better work[00:27:52] Four Biases and how being aware of them will help our decision-makingWe are so grateful to Willie for sharing his wealth of knowledge and passion for leadership, strategic learning, and so much more! His insights are sure to inspire professionals and leaders of all kinds to BUILD A Vibrant Culture.Get Willie's book today! https://a.co/d/gHnY1mIWant to know more about Willie?Willie's website: https://williepietersen.com/LinkedIn - https://www.linkedin.com/in/willie-pietersen-286b149/X (formerly Twitter) - https://x.com/WillPietersenFacebook - https://www.facebook.com/williepietersenauthor/Instagram - https://www.instagram.com/williepietersen1/YouTube - https://www.youtube.com/@WilliePietersenAuthorOther books mentioned on this episode:The Fifth Discipline by Peter M. Senge: https://a.co/d/iQLJANLHow Philosophy Can Save Your Life by Marietta McCarty: https://a.co/d/gkpai4vMemory by Hermann Ebbinghaus: https://a.co/d/coxeltfSmart Leaders, Smarter Teams by Roger M. Schwarz: https://a.co/d/ivfJILfThinking, Fast and Slow by Daniel Kahneman: https://a.co/d/1GTZjphThe Origin of Species by Charles Darwin: https://a.co/d/f0fIeXnDon't forget to like, comment, and subscribe to the Build a Vibrant Culture podcast for more insights on creating thriving workplaces!

Send us a textWe are back with one of our favourite subjects – it's time for facilitation! Our guest today is seasoned facilitator who started her journey in agriculture development and is today a leading force in the facilitation community in Serbia and the region. Meet Tamara Živadinović who specialises in designing and facilitating multi-stakeholder processes and social learning, with more than 20 years of facilitation experience of working with different groups and cultural settings, from local communities to governmental bodies in Serbia, Europe and across the globe. Tamara is also the current Regional Director of Europe and Middle East Region of the International Association of Facilitators (IAF) and the president of Serbian Association of Facilitators. In January 2025, she will be taking over as Vice Chair of the IAF. Hit play for her incredible story! [02:57s] Journey into facilitation [10:06s] Working at the grassroots- Genesis of Mena Group  [16:23s] Facilitation and Rural Development in Serbia  [24:21s] Promoting the power of facilitation [30:43s] Insights as Regional Director of IAF Europe & Middle East[41:06s] RWL: READ Peter Senge's The Fifth Discipline, Ingrid Bens' ‘Advanced Facilitation Strategies' , Maureen R. Jenkins & Jon C. Jenkins' ‘The 9 Disciplines of a Facilitator'     Connect with Tamara on LinkedInSpread the power of facilitation – join the growing global community of International Association of Facilitators (IAF) here: www.iaf-world.org/ Connect with Vinay on X (formerly Twitter) and LinkedIn What did you think about this episode? What would you like to hear more about? Or simply, write in and say hello! podcast@c2cod.comSubscribe to us on your favorite platforms – Google Podcasts, Apple Podcasts, Spotify, Overcast, Tune In Alexa, Amazon Music, Stitcher, Jio Saavn and more.  This podcast is sponsored by C2C-OD, your Organizational Development consulting partner ‘Bringing People and Strategy Together'. Follow @c2cod on Twitter, LinkedIn, Instagram, Facebook 

In this episode of the Shed and Shine podcast, Gino Wickman and Rob Dube empower entrepreneurs to achieve true freedom by mastering two vital disciplines: “Know Your 100%” and “Say NO… Often.” They dive into the Fifth Discipline, which focuses on identifying your optimal work hours—akin to a car's ideal fuel efficiency—to prevent burnout and maximize productivity. The hosts share strategies for finding a balanced work routine by tracking work hours and honing in on high-energy, high-impact tasks. The conversation then shifts to the Sixth Discipline, “Say NO… Often,” highlighting the importance of managing anxiety and conserving energy for meaningful activities. Citing Greg McKeown's “Essentialism,” they explore the choice between the short-term discomfort of saying no and the long-term regret of overcommitting. Gino and Rob offer practical tools like the “Say No Comfort Scale” and a “no button” exercise to help listeners build this essential skill. Tune in to learn how these disciplines can help you protect your time, boost productivity, and foster inner peace. Chapters 00:00 Welcome to Shed and Shine01:14 Discipline Five: Know Your 100%07:02 Outer and Inner World Benefits11:45 Transition to Discipline Six: Say No Often12:45 Mastering the Art of Saying No17:11 The Power of Time and Focus20:33 Practice Makes Perfect: Saying No ABOUT THE 10 DISCIPLINES The 10 Disciplines, founded by Gino Wickman and Rob Dube, is on a mission to help one million entrepreneurs learn that it is possible to be driven and have peace while making a bigger impact. We want to help you shed the barrier and layers that prevent you from creating the balance between impact and peace, and your True Self. Do you want to let your freak flag fly, and be your most authentic self at all times? Do you want to accomplish more without burning out, or doing a lot of damage to yourself (emotionally, physically, and mentally), and the relationships around you? Do you want to know the person beneath the identity you've created of work, accomplishments, and successes? If so, you're in the right place. You've put a lot of focus on your outer world. Let's start your inner world journey together. ⚡️ Join The 10 Disciplines Group Coaching Program: https://the10disciplines.com/group-coaching-program/ ⚡️ Take The True Self Assessment: https://the10disciplines.com/assessment CONNECT WITH US ❤️ https://www.instagram.com/the10disciplines ❤️ https://www.linkedin.com/company/the10disciplines/ ❤️ https://www.youtube.com/@The10Disciplines MORE RESOURCES TO HELP YOUR INNER WORLD JOURNEY ❤️ https://the10disciplines.com/blog ❤️ https://www.shedandshinepodcast.com ⭐️ https://the10disciplines.com/shine

Come dive into the transformative world of Cross Discipline Causal Loop Diagramming on this episode of the Mob Mentality Show! Unveil the principles and practices behind generating organization-wide understanding and breaking down cross-functional misunderstandings that often lead to missed opportunities.  **Key Highlights:** **1. The Cost of Misunderstanding:** Discover how cross-functional misunderstandings can lead to missed opportunities and inefficiencies. We explore real-world examples and offer practical solutions to bridge these gaps. **2. Insights from "The 5th Discipline":** Learn from the wisdom of Peter Senge's seminal book, "The 5th Discipline". Understand how systems thinking can revolutionize your organizational dynamics and foster a culture of continuous improvement. **3. Causal Loop Diagramming 101:** Get a clear definition of causal loop diagramming and its critical role in understanding complex adaptive systems within organizations. See how quantities in a system impact each other through balancing and reinforcing loops. **4. Breaking Down Knowledge Silos:** Address the dangers of over-reliance on specialists and knowledge silos. Learn how causal loop diagramming can facilitate better communication and collaboration across different functions and departments. **5. Visualizing Complex Systems:** Grasp the importance of visualizing exponential effects and cause-and-effect patterns that enhance the performance of typically separately managed systems.  **6. Practical Examples and Tools:** Dive into examples from a Fifth Discipline book club and understand how to draw and use causal loop diagrams. Explore tools and techniques that make the process accessible and effective. **7. Real-World Applications:** Hear about a causal loop diagram example related to bad code quality and how pairing with each part of the system can build a comprehensive system diagram. Understand the impact of psychological safety on system self-awareness. **8. Interdepartmental Impact:** Discuss the importance of seeing the whole system to understand interdepartmental impacts. Compare the efficacy of having the whole system in the room with and without formal tools. **9. Addressing Second-Order Effects:** Identify and address second-order effects and human shortcomings in seeing side effects of side effects. Learn how diagramming can help deal with the chunking problem of a large system. **10. Feedback and Future Learning:** Hear feedback from Big Agile session participants and understand the learning path for drawing and using causal loop diagrams. Discover how mob/pair causal loop diagramming can enhance understanding and problem-solving. Join us as we uncover the power of causal loop diagramming to aid decision making, improve communication, and foster a culture of collaboration and continuous improvement. Don't miss out on this edifying episode! Ensure you stay engaged in the world of organizational development and systems thinking by tuning in to this episode. Your learning path for causal loop diagramming and breaking down knowledge silos starts here! Video and Show Notes: https://youtu.be/Oe75SzPeCSs 

In this unique episode, the AlphaMind Podcast explores a new theme with a deep dive into Systems Thinking.Join hosts Mark Randall and Steven Goldstein as they embark on a dialogue discussing the relevance of systems thinking in trading and market navigation. Drawing from their experiences and insights from Peter Senge's influential work, "The Fifth Discipline," they emphasize the significance of systems thinking in fostering a culture of learning.The discussion also delves into the "Beer Game simulation," introduced by Senge, shedding light on the complexities of systems and how a systemic thinking approach enhances understanding and navigation. This crucial topic underscores the importance of interconnected systems, collaborative problem-solving, and holistic decision-making in trading and investing within dynamic market landscapes.AlphaMind: Powering Performance in Global Markets AlphaMind brings powerful change, growth and development to people and businesses within global markets. Driven by a deep understanding of how markets work, and how people and businesses function within them, we partner with clients to create personal performance improvements that elevate returns across their trading activities.Go to the AlphaMind website to know more.

Welcome back! As Transition Coaches, a topic that we often help officers think through as they are making decisions about getting out of the military is short-term thinking versus long-term career thinking. It is completely natural for officers leaving the military to focus and think in the short term. They have a future date in which they are going to exit the military, usually with in the next 12 months or less, and they need a plan. Because of this, there are typically two main issues that tend to drive decision-making in the transition. First, officers now have full autonomy to make a decision about their future and second, officers, at least while in the military, have never had to fully manage their careers or have had full power to make important career decisions. In this episode, our three Transition Coaches, Joel Junker, Pete Van Epps and Brock Dudley meet to has a discussion about a topic that we discuss often with military officers - short vs. long-term career thinking and decision making.   In the first part of our discussion, Joel sets up the discussion by referencing The Fifth Discipline by Peter Senge. In the book, there is an illustration where Senge describes a person envisioning their future self vs. their current reality. In the gap between where you are and your current reality, there is tension. Tension is good, but working through that tension also takes time, discipline, and resolve. Through the years, we've seen countless military officers take this approach to their transition. They take a realistic inventory of where they are today and where they want to be 5-10 years from the transition; then, they build a plan. That plan sets up the tension because it often means you will sacrifice some elements of short-term gain for ultimately achieving your professional goal and achieving your vision. In the discussion, we were each able to weigh in on critical components of long-term decision-making and created a short, actionable list for military officers who want to align their transition strategy with a focus on their future career vision. Set a vision for yourself. Look out to the next 5-10 years. Define where you want to take your career and start doing things today that will support that vision. Write your vision out. Get it out of your head and onto a piece of paper or somewhere you will see it regularly. It will keep you focused and motivated and help you to do the type of activities that support moving toward your vision. Tell somebody. Find people in your life who you trust and who speak the truth to you. There is great power in having accountability in your life to help you achieve your goals, challenge you to be the best version of yourself, and help you reach your goals. If this is something you are interested in exploring, give us a call. Our company is completely dedicated to helping military officers through a decision making process and career search strategy that is designed to you you reach your goals and dreams. Pete Van Epps || (210) 874-1519 || pete@cameron-brooks.com If you want to learn more about Cameron-Brooks, you can find more information on your website and our YouTube Channel.  

Superando Pensamientos Limitantes. Pero... ¿Qué son las creencias limitantes?  Es algo que se manifiesta en tu estado de ánimo o algo que crees de ti mismo que, de algún modo, te afecta. Todos tenemos creencias que nos limitan, pero si aprendemos a reconocerlas, podemos evitarlas con proactividad. Esta semana junto a nuestro invitado Angelo Sepulveda exploramos cómo identificar y superar creencias que nos detienen.  Como lo son pensamientos limitantes, algunos ejemplos pudieran  ser "no soy suficiente" o "no puedo",  los cuales condicionan nuestras acciones. En esta tertulia discutimos estrategias prácticas para desafiarlos, destacando la importancia de la meditación, reflexión serena y oración para resetear la mente y fomentar una mentalidad positiva entre otros tips y hacks. Estas prácticas nos permiten identificar patrones negativos y reemplazarlos por creencias empoderadoras, desbloqueando nuestro verdadero potencial para una vida más plena y satisfactoria. Reflexionemos en Nuestras Propias vivencias (Spanish Edition)https://a.co/d/1xiNyKs Tertulia de Guias Podcast. Recuerda seguirnos en:Tertulia de Guias Podcast Plataformashttps://linktr.ee/IrresponsePreguntas & Sugerencias de TemasLinkedinhttps://www.linkedin.com/company/tertulia-de-guias-podcastFacebookTertulia de Guias PodcastTwitterhttps://twitter.com/GuiasPodcastOvercasthttps://overcast.fm/itunes1529025205/tertulia-de-guias-podcastStitcherhttps://www.stitcher.com/show/tertulia-de-guias-podcastBuzzsprout Directoryhttps://www.buzzsprout.com/1304869#Miedos#Limitedthinking#Pensamientoslimitantes#Sesgos#Biased#Fear#typeofpeople#Productividad#Cambios#Stoic#Perspectivas#Resiliencia#Resiliency#Trabajodeequipo#BusyWork#Productivity 

En este episodio, conversamos con Ángelo Sepúlveda, quien es escritor, entrenador personal y empresario. Comparte cómo podemos superar los miedos internos para el desarrollo personal.  Aconseja la importancia de abordar estos miedos que se encuentran en lo más profundo de nuestra psique, reconociéndolos como obstáculos que nos impiden avanzar hacia una vida plena y satisfactoria.   Lo primero es la identificación y comprensión de los miedos internos para ejecutar cambios en nuestra Mentalidad de Cambio de Perspectiva mientras cambiamos nuestros Hábitos para Crear Resiliencia.  Comprensión de los Miedos Internos Mentalidad: Cambiando Perspectivas  Hábitos: Construyendo Resiliencia Reflexionemos en Nuestras Propias vivencias (Spanish Edition)https://a.co/d/1xiNyKs Tertulia de Guias Podcast. Recuerda seguirnos en:Tertulia de Guias Podcast Plataformashttps://linktr.ee/IrresponsePreguntas & Sugerencias de TemasLinkedinhttps://www.linkedin.com/company/tertulia-de-guias-podcastFacebookTertulia de Guias PodcastTwitterhttps://twitter.com/GuiasPodcastOvercasthttps://overcast.fm/itunes1529025205/tertulia-de-guias-podcastStitcherhttps://www.stitcher.com/show/tertulia-de-guias-podcastBuzzsprout Directoryhttps://www.buzzsprout.com/1304869#Miedos#Sesgos#Biased#Fear#typeofpeople#Productividad#Cambios#Stoic#Perspectivas#Resiliencia#Resiliency#Trabajodeequipo#BusyWork#Productivity 

We'll be unpacking lessons from the COVID 19 pandemic for many years to come. Dr. Tomás Aragón, who leads public health for the State of California, joins us to discuss what he learned guiding America's most populous state through this challenging and disruptive period. We discuss:That public health's deepest power lies in the ability to help diverse groups reach consensus under great uncertaintyHow California redeployed an army of census workers to support the COVID responseThe biggest opportunities to use AI for public healthThree great book recommendations: “How Emotions Are Made” by Lisa Feldman Barrett, “High Conflict” by Amanda Ripley and “Fifth Discipline” by Peter M. SengeDr. Aragón shared insights about leadership: “The other thing is to really appreciate the importance of human psychology. It is so incredibly important … You're going to come up against people who are going to “resist”. I don't think of it as resistance. I just think they're being human. That's just all it is. People have variability in how they process information … And so rather than seeing things as resistance, you really just see it as part of the diversity of ingenuity that exists in an organizational culture.” Relevant LinksDr. Tomás Aragón's UC Berkeley Public Health profileDr. Tomás Aragón's GitHub blogArticle on Bay Area pandemic response: The epidemiology and surveillance response to pandemic influenza A (H1N1) among local health departments in the San Francisco Bay Area“How Emotions Are Made” by Lisa Feldman Barrett“High Conflict” by Amanda Ripley “Fifth Discipline” by Peter M. SengeAbout Our GuestDr. Tomás Aragón, MD, DrPH, has served as the director of the California Department of Public Health and the State Public Health Officer, since January 4, 2021. Prior to coming to CDPH, he was the health officer for the City and County of San Francisco and director of the public health division. Dr. Aragón has served in public health leadership roles for more than 20 years (communicable disease controller, deputy health officer, health officer, community health and chronic disease epidemiologist), including directing a public health emergency preparedness and response research and training center at the University of California, Berkeley School of Public Health.Connect With UsFor more information on The Other 80 please visit our website - www.theother80.com. To connect with our team, please email claudia@theother80.com and follow us on twitter @claudiawilliams and LinkedIn.

¿Qué es el liderazgo basado en valores?...¡Descubre la esencia del Liderazgo Basado en Valores en este episodio de Tertulia de Guías Podcast! Sumérgete en la influencia de los valores en las acciones y decisiones, y cómo un conjunto compartido de valores fortalece la comunicación y reduce fricciones en un grupo. Prepárate para explorar junto a Edward Bombita LTC U.S. Army cómo este enfoque transformador puede inspirar y unir a los líderes. ¡No te lo pierdas!

Chapter 1 What's The Fifth Discipline Book by Peter M. SengeThe Fifth Discipline book by Peter M. Senge is a management and leadership book that explores the concept of a learning organization and provides insights and tools for creating and sustaining organizational learning. It was first published in 1990 and has since become a seminal work in the field of organizational development and systems thinking. The book outlines five disciplines that are essential for organizations to become learning organizations: personal mastery, mental models, shared vision, team learning, and systems thinking. It emphasizes the importance of a holistic and systemic approach to understanding and addressing organizational challenges and offers practical strategies for individuals and teams to enhance their learning capabilities.Chapter 2 Is The Fifth Discipline Book A Good Book"The Fifth Discipline: The Art and Practice of the Learning Organization" by Peter M. Senge is widely considered a classic in the field of organizational management and leadership. It has received critical acclaim and has been highly influential since its publication in 1990. The book offers valuable insights on how to build a learning organization through systems thinking, team learning, mental models, shared vision, and personal mastery. If you are interested in understanding and improving the dynamics of organizations, many people would recommend "The Fifth Discipline" as a valuable read.Chapter 3 The Fifth Discipline Book by Peter M. Senge SummaryThe Fifth Discipline: The Art & Practice of The Learning Organization is a non-fiction management book written by Peter M. Senge and published in 1990. The book explores the concept of the learning organization, which Senge defines as an organization where people are continuously expanding their capacity to create results they desire.Senge argues that in the modern world, organizations need to become learning organizations in order to survive and thrive. He introduces five disciplines that are essential for creating a learning organization:1. Systems Thinking: This discipline is based on the idea that organizations are complex systems and that understanding the interrelationships and patterns in these systems is crucial. Systems thinking encourages seeing the bigger picture and identifying the underlying causes of problems rather than just focusing on the symptoms.2. Personal Mastery: Personal mastery is about individuals continually clarifying what is important to them and working towards their visions. It emphasizes the importance of self-awareness, self-discipline, and personal growth. According to Senge, personal mastery is necessary for building a learning organization because learning starts with individuals.3. Mental Models: Mental models are the assumptions and beliefs that people hold about the world. Senge argues that uncovering and challenging these mental models is essential for learning and growth. He encourages individuals and organizations to question their assumptions, challenge their beliefs, and be open to different perspectives.4. Shared Vision: A shared vision is a clear and compelling picture of a preferred future that is shared by everyone in the organization. Senge suggests that a shared vision provides a common purpose and direction, which motivates individuals and aligns their actions. He emphasizes the importance of building a shared vision that is collective rather than imposed by leaders.5. Team Learning: Team learning is about harnessing the collective intelligence and creativity of a group. Senge argues that teams are more powerful than individuals and that effective team learning requires an open and honest communication, active listening,...

This week's episode of Green Planet Blue Planet perfectly reflects Dana Meadows's messages from 1972 in her book Limits to Growth. More than a half-century later, humanity is still grappling with the same question. David Peter Stroh, author of “Systems Thinking for Social Change: A Practice Guide to Solving Complex Problems” dives into the subject of  empowering individuals to create change when the world needs it most. "People don't need enormous cars; they need respect. They don't need closets full of clothes; they need to feel attractive and they need excitement, challenge, acknowledgment, love, joy. To try to fill these needs with material things is to set up an unquenchable appetite for false solutions to real and never satisfied problems." … Dana Meadows from the book Limits to Growth, 1972  Stroh outlines systems thinking in this episode of Green Planet Blue Planet with host Julian Guderley, beginning with the enormous question: What does the world need most from people? Simply - it is a deeper appreciation of where joy truly originates. Taught by the advertisers in the free market, people expect joy to come from the acquisition of stuff. With the gifting holidays approaching, it's definitely on peoples' minds and weighing heavy on hearts as they are bombarded with continuous messages to acquire more and more things.  Stroh said research shows human joy comes from connecting: Connecting with nature, and being nourished by nature, connecting with other people, and certainly connecting with different experiences and different places. Starting out as a transportation designer in government, he ultimately gravitated toward the spiritual aspects of connections and his passion for acting, both useful to him in his next movement into the field of organizational development.  This led him to question the conventional approaches to organizational development to shift to a focus on the underlying visions and aspirations and the way in which individuals relate to each other and the larger environment. Stroh co-founded Innovation Associates in the 1970s with Peter Senge, who in 1990 authored a book on the art and practices of learning organizations, entitled The Fifth Discipline, based on their pioneering work on systems thinking, which is core to understanding the often non obvious connections between different parts of an evolving system.  Listen to the entire podcast and engage in the discussion to explore new perspectives on transforming our mindset for effective solutions to chronic complex issues, as well as navigating the paradoxes involved in gaining control of large and unwieldy systems. About Peter David Stroh David Peter Stroh is internationally recognized for his work in enabling leaders to apply systems thinking to achieve breakthroughs around chronic, complex problems and to develop strategies that improve system-wide performance over time. He has been described as “a magician” and “the master at providing interesting and useful ways to look at the complexity of systems thinking”, who “helped us tremendously in getting to the core issues” with “the mind of a scientist and the heart of a healer.” David is the author of the best-selling book Systems Thinking for Social Change: A Practical Guide for Solving Complex Problems, Avoiding Unintended Consequences, and Achieving Lasting Results (Chelsea Green, 2015), which readers praise as “an essential – and long overdue – guide to applied systems thinking” that “shows you how to enlist others in the effort” by “masterfully weaving metaphor, story, and practical tools” using “down-to-earth language.” --- Support this podcast: https://podcasters.spotify.com/pod/show/julian-guderley/support

Lecciones estoicas para líderes: Cómo superar los desafíos y alcanzar el éxito El liderazgo estoico se basa en los principios filosóficos del estoicismo y busca cultivar virtudes y habilidades que son fundamentales para liderar de manera efectiva y ética Explora la sabiduría de Marco Aurelio y el estoicismo en este episodio. Descubre cómo la aceptación, la apreciación del presente y el autodominio pueden transformar la 3resiliencia mental y emocional de los líderes, generando impacto no solo en sus roles sino en sus vidas.Tenemos que aprender a controlar nuestras emociones por que sino otro las va a controlar por nosotros Tertulia de Guias Podcast. Recuerda seguirnos en:Tertulia de Guias Podcast Plataformashttps://linktr.ee/IrresponsePreguntas & Sugerencias de TemasLinkedinhttps://www.linkedin.com/company/tertulia-de-guias-podcastFacebookTertulia de Guias PodcastTwitterhttps://twitter.com/GuiasPodcastOvercasthttps://overcast.fm/itunes1529025205/tertulia-de-guias-podcastStitcherhttps://www.stitcher.com/show/tertulia-de-guias-podcastBuzzsprout Directoryhttps://www.buzzsprout.com/1304869#LiderazgoEstoico #Leccionesestoicas#Estoicas#Stoic

In episode 16 we explore Peter Senge's timeless masterpiece, The Fifth Discipline, a fantastic resource that investigates systems thinking and the cultural underpinnings to create a learning organization…an environment rich in possibility for adaptive and collective leadership. Don't miss the chance to elevate your leadership and inspire positive change in your organization by engaging The Fifth Discipline. Resources in this episode The Fifth Discipline: The Art & Practice of The Learning Organization – Peter Senge (As an Amazon Associate, we earn commissions from qualifying purchases made through the Amazon links above.) To stay informed and sign up for our newsletter click HERE Contact us HERE to: Send us your comments Tell us how your Leadership Challenge experience went Or to let us know about specific topics you would like us to discuss on future podcasts

John and Merrilee are like two bees today. They laugh and agree on nothing. Tragic and funny with composure and style. They are the Fifth Discipline. The river of life. --- Send in a voice message: https://podcasters.spotify.com/pod/show/john-lacasse/message Support this podcast: https://podcasters.spotify.com/pod/show/john-lacasse/support

Robert Novak writes “The amazing thing about John and Merrilee is they talk about anything in a seamless symphony of change. Somehow, they just know stuff. They are the manifestation of the Fifth Discipline in perfect harmony.” --- Send in a voice message: https://podcasters.spotify.com/pod/show/john-lacasse/message Support this podcast: https://podcasters.spotify.com/pod/show/john-lacasse/support

In this episode, podcast host, Matt Richter is joined by Nigel Paine, organizational learning and leadership expert. Together, they spend the whole episode exploring that nebulous and vague concept of leadership. They fail to definitively lock in a definition for leadership— thus demonstrating one of the inherent challenges organizations face when leveraging LD programs. But, more importantly, they look at what we can do, when we effectively develop leaders within organizational contexts. Leaders are all about managing… managing the context. No one style, approach, model, theory, or consultant prescription will work in all scenarios… of at all. So, what is one to do? Focus on flexibly adapting and managing that aforementioned context. Recognize that that there are so many different perspectives— the leaders, the followers, other players, etc. And then find ways to accept and leverage those different perspectives.In other words, leadership is utterly founded on adaptation and change. It is about systems thinking. To paraphrase Keith Grint, leadership is all about working to solve those wicked problems we face.Nigel answers the question about how we can predict or forecast whether someone will be a good leader. Which then leads to a discussion of how we conceive of leadership in our culture and how we describe leadership success.Below are some references and notes from the show:We referenced both Barbara Kellerman and Jeffrey Pfeffer:Kellerman, B. (2012). The End of Leadership. New York: Harper Collins. Kellerman, B. (2015). Hard Times: Leadership in America. Stanford, CA: Stanford University Press. Pfeffer, J. (2015). Leadership BS: Fixing Workplaces and Careers One Truth at a Time. New York, Harper Business. Matt mentioned some of the Warren Bennis and Burt Nanus management comparisons reference: Young, M., & Dulewicz, V. (2007). Similarities and Differences between Leadership and Management: High-Performance Competencies in the British Royal Navy. British Journal of Management, 19(1), 17-32. doi:https://doi.org/10.1111/j.1467-8551.2007.00534.xAnd the book from them is LEADERS: Strategies for Taking Charge.Nigel mentioned John Kotter. Here are two references that sum up his work nicely.Kotter, J.P. (2001) What Leaders Really Do. Harvard Business Review. December 2001.Adapted from A Force for Change: How Leadership Differs From Management (pp. 3–8), by J. P. Kotter, 1990, New York, NY: Free Press. General Electric's Crotonville Leadership Institute was actually opened in 1956, not in 1947, as Nigel stated. We referred to Keith Grint and his article:Grint, K. (2005). Problems, problems, problems: The social construction of ‘leadership.' Human Relations. 58 (11), 1467-1494.The originators of wicked and tame problems: Rittel and Webber.Rittel, H.W.J. and Webber, M.M.. (1973) Dilemmas in a General Theory of Planning. Policy Sciences. 4, pp. 155-169.Peter Senge and The Fifth Discipline. You can find the book anywhere books are sold.Winston Churchill. There are a ton of biographies about Churchill. Matt's favorite's are the William Manchester volumes. Neville Chamberlain reference: Self, R. (2013, September 30). Was Neville Chamberlain Really a Weak and Terrible Leader? Retrieved from http://www.bbc.com/news/magazine-24300094.Tina Kiefer— and others—  on the drawing a Leader exercise: https://www.nytimes.com/2018/03/16/health/women-leadership-workplace.html?smid=url-share Joseph Devlin: https://www.linkedin.com/posts/joseph-t-devlin_learningstyles-brainmyth-activity-7113156889688854528-RFWZ?utm_source=share&utm_medium=member_desktop

En este emocionante episodio, exploramos el desafiante pero crucial tema de cómo manejar las distracciones externas en todos los ámbitos de la vida: personal, familiar, profesional y empresarial. Las distracciones pueden surgir de todas partes, y saber cómo lidiar con ellas de manera efectiva puede marcar la diferencia entre el éxito y el estancamiento.Tertulia de Guias Podcast. Recuerda seguirnos en:Tertulia de Guias Podcast Plataformashttps://linktr.ee/IrresponsePreguntas & Sugerencias de TemasLinkedinhttps://www.linkedin.com/company/tertulia-de-guias-podcastFacebookTertulia de Guias PodcastTwitterhttps://twitter.com/GuiasPodcastOvercasthttps://overcast.fm/itunes1529025205/tertulia-de-guias-podcastStitcherhttps://www.stitcher.com/show/tertulia-de-guias-podcastBuzzsprout Directoryhttps://www.buzzsprout.com/1304869

✨ Focus Your Writing with Ben Riggs ✨Join Ben Riggs for a WriteCME Pro Expert Perspective session on how to focus your writing and create focused content for busy health professionals. When: June 21, 11:00 AM - 12:00 PM PDTWhere: Live onlineHow: Buy a ticket for the event + 1 month of WriteCME Pro__________________________If content is King, learning culture must be Queen, as the latter goes a long way to determining learner outcomes. Frustrated with many years of check-box top-down broadcast learning culture, Andrew Barry founded Curious Lion and built a better way to effect behavior change by fostering progressive and transformative learning cultures. In this episode, Andrew outlines the building blocks required for a successful learning culture.✔️ Shared vision✔️ Collaborative peer-to-peer team learning✔️ Personal mastery & individual accountability ✔️ Systems thinking  Andrew invests heavily in building motivation through the self-determination theory of competence, relatedness, and autonomy, as he believes self-determination lies at the heart of behavior change. He recommends that creating learning cultures involves interventions at both the micro and macro levels, focusing on both the individual and company culture. We discuss the importance of developing life-long reflective learners and the circle of learning. Connect with AndrewFounder & CEO, Curious LionEmail: andrew@curiouslionlearning.comLinkedInResourcesTotal Enablement ScorecardAgency for Healthcare Research and Quality Learning Health SystemsPeter Senge, The Fifth Discipline (shared vision and systems thinking)Deci EL, Ryan R M. Self-determination theory: A macrotheory of human motivation, development, and health. Canadian Psychology . 2008;49(3): 182–185MySnapshotProduced by Golden Goose Creative⭐ Review the podcast

Episodio Efecto Dunning-Kruger El efecto Dunning-Kruger es un sesgo cognitivo en el que las personas que no están calificadas o que no tienen experiencia en un área en particular sobrestiman sus habilidades, mientras que las que tienen mucha habilidad o experiencia las subestiman. Este efecto puede tener consecuencias negativas en un entorno de liderazgo de trabajo en equipo. Tertulia de Guias Podcast. Recuerda seguirnos en:Tertulia de Guias Podcast Plataformashttps://linktr.ee/IrresponsePreguntas & Sugerencias de TemasLinkedinhttps://www.linkedin.com/company/tertulia-de-guias-podcastFacebookTertulia de Guias PodcastTwitterhttps://twitter.com/GuiasPodcastOvercasthttps://overcast.fm/itunes1529025205/tertulia-de-guias-podcastStitcherhttps://www.stitcher.com/show/tertulia-de-guias-podcastBuzzsprout Directoryhttps://www.buzzsprout.com/1304869

TODAY'S GUEST   David Peter Stroh is the bestselling author of Systems Thinking for Social Change: A Practical Guide for Solving Complex Problems, Avoiding Unintended Consequences, and Achieving Lasting Results.   For the past 40 years, David has helped leaders to apply systems thinking to organizational strategy, and achieve breakthrough, sustainable change. He is a founding partner of the influential consulting firm Bridgeway Partners, a faculty member of the Academy for Systems Change, and a charter member of the Society for Organizational Learning.   EPISODE SUMMARY   In this conversation we talk about: How he was exposed as a child to both natural and urban complexity growing up in Inwood, at the very northern tip of Manhattan, NY. How he fell in love with transportation systems, but ended up studying Organization Development at MIT. How his search for greater impact and a seat at the table led him down the Systems Thinking path, and eventually to founding a consulting firm alongside Charlie Kiefer, Robert Fritz, and Peter Senge, later of The Fifth Discipline fame. We also discuss: What's a system, and what's systems thinking? Why do complex systems often yield unintended consequences? What are the benefits of systems thinking, especially in the world of impact? What does it tell us about wealth inequality and poverty? And why David has come to see systems thinking as an almost spiritual practice?   David's book and his blog are must reads for anyone interested in making deep and lasting positive impact, and avoid undesirable consequences. And this conversation can serve as a good, and I think, exciting intro to the topic.   So let's jump right in with David Peter Stroh.   TIMESTAMP CHAPTERS   [3:34] Life During Covid [6:00] The Advantages of Various Points of View [12:17] The Birth of Innovation Associates [18:05] Defining Systems Thinking [22:57] The Role of Intent In Systems [33:32] The Benefits of The Systems Thinking Approach In Creating Change [42:56] The Spiritual Aspects of Systems Thinking [59:03] A Sermon for Those Who Wish to Create Change   EPISODE LINKS David's Links

This week on Troubleshooting Agile, we revisit one of our “Greatest Hits” In this episode, we start describing our favourite trust-building technique: the Ladder of Inference. Our take this week is on using the Ladder to understand someone else's reasoning and align your stories, creating trust as a foundation for further improvement in your agile team. Surprisingly, the experience of using the Ladder in this way is similar to Test-Driven Development: careful, understandable, small steps with confidence, and meaningful signals from both success and failure. SHOW LINKS: - Peter Senge, The Fifth Discipline: www.amazon.co.uk/dp/B003ELY7OW/re…ding=UTF8&btkr=1 - The Ladder of Inference (annotated by Jeffrey): troubleshootingagile.com/docs/TheLadd…nference.pdf - Cognitive biases book and more: youarenotsosmart.com/ - Schwarz on unilateral control (again!): www.schwarzassociates.com/managing-per…tionships-2/ - TDD for people video: www.douglassquirrel.com/how-i-work.html - Schwarz 8 behaviours (Paula/Ted are on page 4): www.csu.edu.au/__data/assets/pdf…arter-Teams-2.pdf --- Our book, Agile Conversations, is out now! See agileconversations.com where you can order your copy and get a free video when you join our mailing list! We'd love to hear any thoughts, ideas, or feedback you have about the show. Email us at info@agileconversations.com

This episode is about the importance of finding the underlying causes for today's common leadership challenges. It's about not making the mistake of treating symptoms versus the underlying root cause. Learn how curiosity can inspire and provide insight. Often, the objective, analytic thinking that propelled you to the C-suite now needs to be paired with intuition and conceptualization for you to see the trends and patterns of issues. If you're not a CEO, you can learn to think like one and increase your value to the organization. Listen to the end for the listener challenge!   https://bit.ly/TLP-335   Key Takeaways [1:26] This week's topic: focusing on the problem. Jim recently talked to a client who had set a goal. The goal was a solution to a problem, for example, buying a new system that would run the company and fix everything. While talking about the solution, the client was not talking enough about the problem. Solving the problem is the goal. Does this solution, or another solution, solve the problem? [3:01] Jim thinks this is important because as consultants and coaches, Jan and Jim's job is to dig into the problem, not just provide a solution. Jim worked with Bard Press on a book, and his contact, Todd, kept reminding him to focus on the problem. Jan and Jim recently interviewed Dre Baldwin who also said to focus on the problem! So this is a timely topic. [3:47] Jan quotes guest Brian Caulfield saying, “Sell the problem, not the solution,” as the most quotable quote of the podcast. When people look at problems, they often neglect to look for the root cause. They come up with an “either this or that” solution; the best solution might be “this and that.” Jan refers to Peter Senge and the Fifth Discipline, using systems thinking to figure out the problem. [4:45] The Pairin Behavioral Surveys that Jan has run find that 95% of the time, people score very high in Objective-Analytical and very low in Intuitive-Conceptual. Intuitive-Conceptual is about understanding the root causes of things and being open-minded. [6:18] When Jim does sales training, he goes back to Sandler for the Dummy Curve. When you get a new salesperson, who doesn't know a lot about the product, but they're successful right away, for two reasons: They don't know enough about the product to talk about the product, so they ask a lot of questions centered around the problem. That creates an affinity with the customer. [7:48] Does the product solve the problem? No one cares how the product works if it solves the problem. Focus on the problem. When you don't know how the product works, you have no choice but to focus on the problem. You ask questions that define the problem better. If the sales force knows too much, they want to show their mastery and talk more. That ruins the sale. [8:25] The Dummy Curve is that you come in, you have success, and then you lose it the more you learn. Jim coaches leaders not to train new salespeople too much on the product. Talk to them about the problem that their product solves. Coach them on the business problems people have that invite your product and solution. Have them be more curious about those. [9:25] Jan sees this episode as emphasizing the power of the question. Jan has been coaching about coaching and asking difficult questions. A better approach to a difficult conversation is “Hey, Jim, how do you think that meeting went?” rather than “Hey, Jim, you know what you did in that meeting?” The higher up we go, we need to be better about the questions. [10:16] Jan coached someone about presenting to a high level in the organization. The presenter was rehearsing what to say to influence a decision. Jan asked, “What objections and resistances do you expect?” They discussed how answers to objections could be questions and they considered sample questions. Questions don't have power unless you're curious about the problem and the root cause. [11:40] Talk about task conflict and not personal conflict. Depersonalize the difficult conversation. Focus on the issues. What is the problem that we need to solve together? Jan brings up an example of heating service people who got to the root cause of his problem. If you understand the root cause, you can at least put a bandage on it. Without knowing the root cause, that's about all you can do. [14:47] Some reasons people are content with a bandage instead of getting to the root of the problem are that they don't have time, they don't care, competing priorities, or having so many problems crossing their desks that they don't notice how big one specific problem is. They don't have curiosity, or they have a bias toward quick action. Jan compares it to being seen by a dismissive doctor. [18:01] Jim refers to his upcoming book. The first part of the book is about diagnosing business symptoms. We sometimes mistake the symptom for the problem. Jim shares a story from the book about his father, having abdominal pain in his 60s. The doctor refused to look at the pain as the problem but recognized it as a symptom of an abdominal aortic aneurysm. She saved his life with surgery. [22:08] Jan explains the levers of change: people, incentives, structure, and process. Leaders are rewarded for being problem solvers so the incentive is to solve problems fast. At a certain point, when they start taking on high levels of responsibility, the job shifts from doing to thinking. Jan tells people to think like a designer. Look at each lever. It's not always an issue for coaching to solve. [24:25] If you're not the CEO but you want to be a valuable employee, think like a CEO. Help the CEO see what they might not be seeing. CEOs need to look at the broad performance of the organization and see the patterns, then dig and understand what's behind those patterns. Past guest, Jim Gilmore, author of Look, wrote about seeing through binoculars, field glass, and microscope. CEOs need a field glass. [26:35] People are worried about budgeting for the next year and they're all worried about low sales numbers. They're looking for things to cut from the budget instead of asking what it would take to increase their sales for the next year. Jan always asks where the assumptions behind the budget are coming from.  [28:07] Jan notes that scaling means doing more with less by getting more productive and becoming more efficient. Jim asserts that the companies that don't panic during downtimes but invest wisely can grow at great paces compared to those who batten the hatches and shrink. Always seek to understand the problem before solving it. [29:30] Look at the number of companies that were created and grew prodigiously in the Great Depression. The Great Depression was awful. The tech giants of today did not panic during the dot.com bust. They doubled down and grew. There are opportunities all the time but if you're fixated on a solution, you will not see the opportunities that surround you. [30:39] Jim offers an audience challenge: Pay close attention over the week. Listen twice as much as you talk and listen for where you hear either yourself or other people so enamored with a solution that they are missing the real point of understanding the problem. If you recognize that moment, redirect the conversation; ask a question to understand. You will find a more productive outcome on the other side. [32:03] Jan reflects that Jim's audience challenge will take temperance, self-discipline, and self-awareness to understand your effect on other people. Jim and Jan invite you to get in touch with your feedback on these Jim and Jan episodes and suggestions for what subjects you would like Jim and Jan to talk about next. [33:18] Closing quote: Remember, “It isn't that they can't see the solution. It is that they can't see the problem.” — Gilbert K. Chesterton   Quotable Quotes “When we spend too much time talking about the solution, the trap we fall into is that we limit the possibilities for what the real solution could be because we're not spending enough time talking about the problem.” — Jim “What course of action is going to be the best path toward the future?” — Jim “It goes back to the Fifth Discipline — what Peter Senge wrote about systems thinking.” — Jan “I say to leaders, ‘What got you here is your ability to see patterns … and make quick decisions. … But those quick decisions are based on paradigms and biases. As a high-level leader, you need to suspend that, have … an open mind, and figure out what's causing this.'” — Jan “Talk to [new salespeople] about the problem that your product solves. Coach them on the business problems people have with regard to your product and solution.” “We need to talk about process and task conflict and not personal conflict.” — Jim “Too many times, we look at a symptom and we don't realize — we think it's the problem but it's just the symptom and … the real business problems are masked by those symptoms.” — Jim “Everybody's got blinders on.” — Peter Drucker, quoted by Jan “If you're not the CEO but you want to be a really valuable employee, think like a CEO.” — Jan “We all know that scaling means you're doing more with less. Not because we're working people harder but because we're getting smarter, we're getting more productive, and we're getting more efficient. Not because we're driving people like machines.” — Jan “Look at the number of companies that were created and grew prodigiously in the Great Depression. … You could say times were different, but they're not.” — Jim   Resources Mentioned Theleadershippodcast.com Sponsored by: Darley.com Rafti Advisors. LLC Self-Reliant Leadership. LLC Interact with Jan and Jim on LinkedIn, Facebook, Twitter, and Instagram Bard Press Brian Caulfield The Fifth Discipline: The Art & Practice of The Learning Organization, by Peter M. Senge Systems Thinking PAIRIN Survey Michael Simpson Sandler Training Peter Drucker Look: A Practical Guide for Improving Your Observational Skills, by James H. Gilmore Harry Chapin  

Episodio Miopía en liderazgo Líder miope Los líderes miopes no se molestan en asegurar el consenso o explicar el razonamiento detrás de sus decisiones.Líder con buena visión conecta con los miembros de su equipo a nivel humano e inspira a dar lo mejor de sí mismos.  Simplemente un líder sensato no vocifera órdenes y asigna tareas.  Un líder consciente conecta e influye, como resultado su equipo tiene más alto rendimiento.Tertulia de Guias Podcast. Recuerda seguirnos en:Tertulia de Guias Podcast Plataformashttps://linktr.ee/IrresponsePreguntas & Sugerencias de TemasLinkedinhttps://www.linkedin.com/company/tertulia-de-guias-podcastFacebookTertulia de Guias PodcastTwitterhttps://twitter.com/GuiasPodcastOvercasthttps://overcast.fm/itunes1529025205/tertulia-de-guias-podcastStitcherhttps://www.stitcher.com/show/tertulia-de-guias-podcastBuzzsprout Directoryhttps://www.buzzsprout.com/1304869

The idea of the Ladder of Inference was introduced by Chris Argyris in 1970.  The concept became widely known when he and Peter Senge published The Fifth Discipline in 1992.  The Ladder of Inference helps us visualize how our brain processes work. Some of it with lightning speed. By better understanding what is happening, we can better address what isn't serving us well. The Ladder of Inference appears in a number of sources online. Here are two: https://commons.wikimedia.org/wiki/File:Ladder_of_inference.svg and https://www.toolshero.com/decision-making/ladder-of-inference/Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving. 

If learning quickly is a competitive advantage, what does it mean to have a learning organization? How do you cultivate this kind of environment where you work? Has "working harder" ever made problems worse? If so, what is going on at the system level? How can we better surface, test, and improve our internal pictures of how the world works? Join Chris and Austin as they discuss "Learning Organizations and The Fifth Discipline" where they walkthrough: - Systems Thinking - Learning and Experimentation - Vision and Mastery - Dialog and Shared Vision - Learning Organizations and Mob Programming  FYI: Video and show notes to be posted here in the next day or so.

In this episode of The Talent Development Hot Seat, Andy welcomes guest Andrew Barry. Andrew Barry is the founder of Curious Lion, a training design firm reimagining the way companies like PagerDuty, Pinterest, and KPMG cultivate learning cultures. He is the creator of Course of Action, a self-paced program and community for aspiring course creators--and working towards making Andrew's vision that everyone has an online course in them a reality. In this bonus episode, you'll hear: 6. Andrew Barry's proudest career moment and why he learned so much from it. 7. His biggest failure in business, the lessons he learned from that, and how he's applied that knowledge to Curious Lion. 8. The trends he's following in the LXP space surrounding consolidations and decentralized strategic partnerships. 9. Why he's read The Fifth Discipline by Peter Senge multiple times and highly recommends it. 10. Andrew Barry's advice for people looking to further their careers. Connect with Andy Storch here: https://andystorch.com/ (Website) https://www.linkedin.com/in/andystorch/ (LinkedIn) https://tdtt.us/ (Join us in the Talent Development Think Tank Community)! Connect with Andrew Barry: https://www.linkedin.com/in/training-development-and-lead-generation/ (LinkedIn) http://curiouslionlearning.com (Curious Lion Learning) http://curiouslion.cloud/experience (The Learning Experience)

Welcome back to another special bonus episode - It's part two of the Fifth Discipline by Peter Senge summary which we started last week!In the previous episode, we looked at what is crumbling and decaying in our education and management systems. We explored what the future might look like in the form of five learning disciplines, and we ended off part one by discussing the first - Personal Mastery.In today's episode, we're going to break down the final four pieces of the puzzle, in our pursuit of truly transformational learning organizations.Please sit back and enjoy my Part 2 summary of The Fifth Discipline by Peter Senge.Continue the conversation with me on Twitter and LinkedIn.~ This episode is brought to you by The Learning Culture Experience ~

Today's episode is a special one - I'm going to share with you a review of a book that I've spent the better part of the last two years with, The Fifth Discipline by Peter Senge. This process, of applying The Fifth Discipline, rocked my world and turned my whole perspective on learning and work upside down. It reveals the path for us to navigate from a mindset of “crumbling and decaying” to truly seeing the “power that derives from the people.” I've prepared a deep summary of its chapters and ideas, as a concise entry point to the rich wisdom it shares so that you can begin your own journey of applying these insights and experiencing their rewards.Please sit back and enjoy my summary of The Fifth Discipline by Peter Senge.Continue the conversation with me on Twitter and LinkedIn.~ This episode is brought to you by The Learning Culture Experience ~

Some of you that are old enough will remember when doctors, clinics and hospitals were complaining about implementing electronic medical records which we now call EMR.  EMR then advanced and became Electronic Health records or EHR.  EHR is actually more powerful than EMR.  EHR is the term most of us use today. Then, if your product created a report or an image, your company was busy creating links to the electronic records so the report or image could be stored electronically.  Now we take all much of this for granted. Our guest today says that even though EHRs were not intentionally designed to aid clinical informatics “without EHR we would have no AI in healthcare.” Today we dive into the mind of a clinician and researcher who is very involved in clinicial informatics and artificial intelligence.  Our guest today is Ron Li, MD.  Ron is a Clinical Assistant Professor Department of Medical and Hospital Medicine, Stanford University and he is the Medical Informatics Director for Digital Health and Artificial Intelligence Clinical Integration at Stanford Health Care. We learn about how a health care system is investing in efforts to design and implement programs and workflows that incorporate clinical informatics and AI to improve outcomes and reduce costs.  And, we talk about how MedTech fits in. This is our 6th episode related to AI in MedTech.  We have at least one more.  If you have listened to most of these, you will have a good idea as to what is going on in the minds of clinicians, researchers, companies and providers.  This knowledge can help guide you in your career and/or your company's strategies related to informatics, deep learning and its products.  Do your products need an AI component to add more value or do they need to fit into a work flow that is being enhanced by AI? Thanks for listening in today.  If you like this podcast, please refer it to a friend simply by using the share link on your podcast player.  If you want to learn more about the MedTech Leaders community, go to MedTechLeaders.net. Now Go Win Your Week!! Ron's LinkedIn profile link Books Ron recommends: The Fifth Discipline by Peter M. Senge link Cloud Computing: Concepts, Technology & Architecture (The Pearson Service Technology Series from Thomas Erl) by Thomas Erl, Ricardo Puttini, Zaigham Mahmood link Prediction Machines: The Simple Economics of Artificial Intelligence by Ajay Agrawal, Joshua Gans, Avi Goldfarb link Systems Thinking: Managing Chaos and Complexity: A Platform for Designing Business Architecture by Jamshid Gharajedaghi link Ted Newill's LinkedIn Profile link  More Medical Device Success podcasts link Medical Device Success website link  MedTech Leaders Community link Link to Ted's contact page 

I've used the last two podcasts to explore little-known factors which account for the effectiveness with which the Ukrainians are standing up to the Russian invasion. Today I look at the ingenuity of the Ukrainians in finding and exploiting weak spots in the way the Russian forces are conducting their offensive. What is now becoming apparent is that the Ukrainians are demonstrating an amazing ability to learn and adapt much faster than the Russians. Their performance is a real-time example of Peter Senge's argument in The Fifth Discipline that the greatest competitive advantage which companies have at their disposal is to learn faster than their competition. Senge urged every company to become a "learning organization," a term which he coined. This episode looks at specific examples of how the Ukrainians are putting the "learning organization" concept into practice. They are showing us as leaders and managers the powerful benefit of ,adopting this strategy ourselves. Download a transcript of this podcast at https://www.leaderperfect.com/podcast. Simply click on the Download Scripts link. Learn more about your ad choices. Visit megaphone.fm/adchoices

Prodigy EMS is proud to welcome our new medical director, Maia Dorsett, MD, PhD.  Maia chats with Rob and Hilary about her educational philosophies, especially around cultivating lifelong learning, creating psychological safety in the classroom, just culture and systems thinking.  Check out the PEC position paper Maia co-authored on going beyond skills training in EMS, and follow her on Twitter @maiadorsett. Want to check out the references? Here is the link to The Fifth Discipline by Peter Senge. Listen to Ginger Locke's Medic Mindset podcast episode on lift assists here.   Get your CE at www.prodigyems.com.  Follow @ProdigyEMS on Twitter, FB, YouTube & IG.

#21: Next Generation Leadership - Learning Organizations will be the future with Gary Konarska - Elements of The Fifth Discipline: The Art & Practice of The Learning Organization by Peter M. Senge, Paperback | Barnes & Noble® (barnesandnoble.com) are touched on, as Gary Konarska discusses his career journey to Executive Director and CEO of American Welding Society collecting management & leadership opportunities in Asia, cultural & senior level mentorship, continues learning through time management and value of Life balance. Gary Konarska | LinkedIn

Nous vivons dans un monde complexe et cette complexité devient de plus en plus grande. En parallèle, nous cherchons des solutions rapides, pratiques et simples, désireux d'arriver à toujours plus d'efficacité. Cela amène un danger de trop simplifier et perdre contact avec l'essentiel. Ce danger se retrouve dans l'ensemble de nos vies, dans notre société et y compris auprès des organisations. Dans cet épisode, en compagnie de la consultante senior RH Manon Simard, j'explore un grand classique de Peter Senge qui date de 1990, mais qui s'avère toujours brûlant d'actualité. Ce livre aborde comment il y a une menace pour les organisations à vouloir aller trop vite par des exemples éloquents et comment mettre en place des outils pour aborder la complexité à travers les 5 grandes disciplines. Ordre du jour 0m23: Introduction 10m44: Présentation du livre The Fifth Discipline 16m30: Les problématiques liées à la complexité 29m21: Les 5 disciplines 36m23: Les outils pour gérer la complexité 46m52: Manon Simard échange avec nous 54m32: Mes réflexions personnelles Pour encore plus de détails, consulte la page web de l'épisode

Dominio Personal.   Este episodio es el segundo de la serie La Quinta Disciplina de Peter Senge donde dialogamos sobre el dominio personal.  Aquí Edmund, Rolando, José y Eyck hacen referencia a la disciplina que permite profundizar en la visión personal del individuo y cómo esto contribuye al desarrollo de las organizaciones a través del aprendizaje.Tertulia de Guias Podcast. Recuerda seguirnos en:Tertulia de Guias Podcast Plataformashttps://linktr.ee/IrresponsePreguntas & Sugerencias de Temashttps://redcon1leadership.com/contact/Página web redcon1leadershiphttps://redcon1leadership.com/tertulia-deguias/Linkedinhttps://www.linkedin.com/company/tertulia-de-guias-podcastFacebookTertulia de Guias PodcastTwitterhttps://twitter.com/GuiasPodcastOvercasthttps://overcast.fm/itunes1529025205/tertulia-de-guias-podcastStitcherhttps://www.stitcher.com/show/tertulia-de-guias-podcastBuzzsprout Directoryhttps://www.buzzsprout.com/1304869

La Quinta DisciplinaIntroducimos la nueva serie de la segunda temporada de Tertulia de Guías, La Quinta Disciplina de Peter Senge publicado originalmente en 1990.  En este episodio Edmund, Rolando y Eyck hacen resumen de lo que se puede esperar en los próximos cinco episodios. Peter Senge nos deja material de discusión sobre cómo las organizaciones que promueven el aprendizaje colectivo, están mejor preparadas para afrontar adversidades en el futuro dado que serán capaces de desarrollar cualquier destreza que se requiera para triunfar.Tertulia de Guias Podcast. Recuerda seguirnos en:Tertulia de Guias Podcast Plataformashttps://linktr.ee/IrresponsePreguntas & Sugerencias de Temashttps://redcon1leadership.com/contact/Página web redcon1leadershiphttps://redcon1leadership.com/tertulia-deguias/Linkedinhttps://www.linkedin.com/company/tertulia-de-guias-podcastFacebookTertulia de Guias PodcastTwitterhttps://twitter.com/GuiasPodcastOvercasthttps://overcast.fm/itunes1529025205/tertulia-de-guias-podcastStitcherhttps://www.stitcher.com/show/tertulia-de-guias-podcastBuzzsprout Directoryhttps://www.buzzsprout.com/1304869

TODAY'S GUEST David Peter Stroh is the bestselling author of Systems Thinking for Social Change: A Practical Guide for Solving Complex Problems, Avoiding Unintended Consequences, and Achieving Lasting Results. For the past 40 years, David has helped leaders to apply systems thinking to organizational strategy, and achieve breakthrough, sustainable change. He is a founding partner of the influential consulting firm Bridgeway Partners, a faculty member of the Academy for Systems Change, and a charter member of the Society for Organizational Learning.   EPISODE SUMMARY In this conversation we talk about: How he was exposed as a child to both natural and urban complexity growing up in Inwood, at the very northern tip of Manhattan, NY. How he fell in love with transportation systems, but ended up studying Organization Development at MIT. How his search for greater impact a seat at the table led him down the Systems Thinking path, and eventually to found a consulting firm alongside Charlie Kiefer, Robert Fritz, and Peter Senge, later of The Fifth Discipline fame. We also discuss: What's a system, and what's system's thinking? Why do complex systems often yield unintended consequences? What are the benefits of systems thinking, especially in the worlds of Impact? What does it tell us about Wealth Inequality, and poverty? And why David has come to see Systems Thinking as an almost spiritual practice? David's book and his blog are must reads for anyone interested in making deep and lasting positive impact, and avoid undesirable consequences. And this conversation can serve as a good and I think exciting intro.   TIMESTAMP CHAPTERS [3:34] Life During Covid [6:00] The Advantages of Various Points of View [12:17] The Birth of Innovation Associates [18:05] Defining Systems Thinking [22:57] The Role of Intent In Systems [33:32] The Benefits of The Systems Thinking Approach In Creating Change [42:56] The Spiritual Aspects of Systems Thinking [59:03] A Sermon for Those Who Wish to Create Change   EPISODE LINKS David's Links

For this She Words episode, host Alicia Ramsey shares information, inspiration, and principles in the conversation entitled, How to Select the Right Mentor. She Words are motivational messages on motherhood, marriage, and mentorship. This episode will give you information and insight on what a mentor can and should do in the learning partnership. The word "mentor" has a root in Greek mythology. The word mentor cannot be found in the Bible, yet mentorship can be seen throughout the Old and New Testaments. Mentoring is a partnership where knowledge, information, experience, skills, and perspective are shared between a mentor and the mentee. According to Peter Senge (1990), the author of The Fifth Discipline, mentors empower people with information, offer insights, new knowledge, and alternative perspectives on reality. Senge articulates mentoring is more than teaching someone how to achieve their vision; but fostering learning, offering choices, and building consensus. Influential leaders are mentors and know the importance of mentoring. Everyone can be a leader because we all have gifts, talents, and knowledge to share. By mentoring the next generations to become productive citizens that better the world for all. Listen to hear more about mentorship as we dig deeper into this week's educational podcast dialogue. Connect with us and share your story on social media, or e-mail us at aramseyconsulting@gmail.com. Thank you for subscribing, sharing, and supporting the She Words podcasts. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

“If you want to go back to the umbilical cord of the universe, check this out.”This is how I was introduced to John P. Milton 20 years ago.John P. Milton is a pioneering ecologist, spiritual teacher, meditation Master, vision quest leader, and shaman. He was one of the first ecologists ever on staff at the White House as a member of the President's Council of Economic Advisors and one of the first people in opening the use of the word “environment” to describe our culture's paradigm shift into our responsibly ecological view of our oneness with Earth. (Future Environments of North America, 1966)John is the author of “Sky above, Earth Below” and founder of Sacred Passage and The Way of Nature Fellowship. He and his guides offer sacred passage awareness trainings, and wilderness solo experiences for leaders that inspire earth stewardship, by cultivating natural will wisdom and an open, loving heart in the wild. "John Milton is one of the truly important teachers coming out of the American cultural context today; he has a unique capacity to help people into an encounter with nature that catalyzes their deepest sense of purpose and innate capacities as leaders."~Peter Senge, MIT senior lecturer, author of The Fifth Discipline and co-author of PresenceIn this interview: Get out of the house!•Ignite your passion: Reconnect to nature.•Open your senses: Discover your outer, inner and true nature.•Create the possibility for something new: Disconnect from human culture completely.“Stones were created for the purpose of reconnection to the world of outer nature, and the rest of life.” ~ John P. MiltonAnd: The Mandalic Experience•How you see things, how you hear things, how you touch things, •How things touch you, how things see you, how things hear you.“Perceptions are the vehicle with which you will make connection [with your inner nature].” ~ John P. MiltonPlus:The Earthing Process •The Power of Solitude•Walking barefoot on the earth“Open awareness is the fundamental discovery. There's nothing simpler than open awareness.” ~ John P. MiltonUntil soon! Be curious, be inspired, simplify the way…John P. Miltonwww.sacredpassage.com

We wrap up this series on Personal Master (taken from Peter Senge's The Fifth Discipline) by looking back on the lessons we have learned on personal mastery. JC Talks: A Leadership PodcastJC Hurtado-Prater, Host JC & Co. | Great People. Dynamic Teams. Strong Culture. Website: jcco.ioPodcast: jctalkspodcast.comBlog: jchp.blogEmail: jc@jcco.io#jcco#jctalks#peoplefirstalways#greatpeople#dynamicteams#strongculture #empoweredcultures#strongerteams

Peter Senge’s The Fifth Discipline popularized the word metanoia — which comes from the same root word Jesus uses in his core message. And all that happens to relate to the sacrificial system in Leviticus.

How can a team of committed staff members with individual IQs above 120 have a collective IQ as low as 63? Why did one-third of the firms in the Fortune 500 in 1970 vanish by 1983? It is because most firms are “controlling organizations.” They emphasize individual work rather than teamwork, fragments rather than the whole picture, and the present rather than the future. So, modern firms need to adopt the conceptual framework of “systems thinking” to transform into “learning organizations.”

“Design for constant evolution” is the heuristic for our guest, Edzo Botjes. The heuristic is part of the Simon Wardley Doctrine repository (https://wardleypedia.org/mediawiki/index.php/Doctrine_Patterns#Design_for_constant_evolution). Edzo discusses resilient and antifragile systems as part of his research. We discuss how organisations are addressing these topics, and what are the current market needs, given that it is a complex topic. Edzo suggests: Foundations of Enterprise Governance and Enterprise Engineering from Jan A.P. Hoogervorst Rethinking the Fifth Discipline from Robert Louis Flood Edzo Botjes (@edzob) is an Enterprise Engineer with more than 15+ years' experience. He believes that Enterprise Engineering covers Enterprise Architecture and the skills needed to implement innovation, governance, and architecture realistically. This implies that Group Psychology, IT Security Architecture, Technology Innovation, and Ethics are a few topics that should be included in the developing strategy and architecture.  In 2020 Edzo wrote his Master titled "Defining Antifragility and the application on Organisation Design” and graduated with the highest distinction. Edzo is currently working on the new version of DYA, a view on Enterprise Architecture. Edzo is since this year part of Xebia Security with specialisation on the resilient organisation.

Episode 18 Tim discusses and analyzes physicist and philosopher David Bohm's thoughts on dialogue and the differences between discussion and dialogue using excerpts from Peter Senge's book, "The Fifth Discipline." Leadosophy does not believe in pushing universal leadership truths upon the masses, but deliberately practicing, honing, and seeking mastery of the conversational skills must fit somewhere in the leader’s quest for leadership and technical competence. We are social creatures or at least one must pretend to be if charged with leading other humans. Human relationships are inextricably linked to leadership. Positive or corrosive human relationships rise and fall on the tides of effective communication or lack thereof. How we communicate matters in leadership. It follows that we must deliberately work on our methods of communication and the thought processes that govern our communication with others if we seek to gain more from a conversation than simply pushing our worldview on others. By “gain more,” I mean approaching a conversation in an attempt to learn alongside and co-create reality with someone else. Ideas flow back and forth. Personal agendas give way to collective meaning. Winning arguments gives way to the partnership of understanding. Check out David Bohm's thoughts on dialogue in his interview titled "Essential Reality:" https://www.youtube.com/watch?v=tzlx1AXVp7s&t=644s Reference: Senge, P. M. (2010). The fifth discipline: The art & practice of the learning organization. Currency. Season One: Foundations of Leadosophy Leadosophy is the fusion of leadership and philosophy. We use philosophical thought to deepen our understanding of leadership, together.

“I loved the part of the last changing times newspaper about creating systems change. Could you share some more resources about systems change…” To answer this question I'm diving deep into what systems thinking for social change involves! Here's the graph to help you understand systems thinking: https://miro.medium.com/max/6448/1*EfAQ2EAbs0EPdcFlVFHc7w.jpeg Books I recommend: Systems Thinking For Social Change by David Peter Stroh, The Fifth Discipline by Peter Senge, Thinking In Systems by Donella Meadows. Our framework for understanding social change: http://humanitarianchangemakers.net/change/ Get a FREE Skillshare Premium Trial: https://humanitarianchangemakers.net/skillshare/ If you have a question about making change happen, head to https://humanitarianchangemakers.net/podcast No question is too big or small: we can help you with anything from breaking into the social change sector, questions about specific topics or issues you don't quite understand, or advice for how you can take action to make a difference in the world. CONNECT WITH US Website: http://humanitarianchangemakers.net/ Instagram: https://www.instagram.com/humanitarianchangemakers/

In this episode we talk about team coaching and discuss the difference between team coaching and team facilitation. We share some stories about how team coaching can help teams be more effective. Examples that may indicate a team needs coaching include things like, a team being dysfunctional, not getting the results needed or finding that decision making is problematic. Peter M. Senge, the author of The Fifth Discipline says “It is amazing how often you come across teams with an average intelligence of over 120, but the team at a collective intelligence of about 60.” So it's rare that you come across a leadership team that won't benefit from coaching. We discuss why team coaching can be so powerful in shifting the performance of an organisation. It has been said that team coaching is the future, and we reflect on how coaching an entire leadership team – getting them really aligned around their purpose and working effectively together – can help shift an organisation more quickly than coaching individuals separately. We touch on some of the norms that it is regularly productive to work on, such as operating rhythm, decision-making and accountability and some simple exercises that any team can adopt. We also explore how HR might identify the need for and justify the investment for team coaching. We also look at the practicalities of team coaching. One or two coaches? Does the team coach work with the individuals in the team? Is there specific training and accreditation? Resources: Information about Team Coaching - https://courageousdevelopment.co.uk/coaching/team-coaching/ Bruce Tuckman: Model of Team Development - https://www.mindtools.com/pages/article/newLDR_86.htm Ruth Wageman: Senior Leadership Teams - https://www.amazon.co.uk/Senior-Leadership-Teams-Takes-Common/dp/1422103366 Amy Edmondon: Psychological Safety - https://hbr.org/podcast/2019/01/creating-psychological-safety-in-the-workplace Email us at info@thecoachingquestion.com

Brynnie Goodwill is an international law graduate from Columbia University who today finds herself growing organic produce in the lower Hunter of NSW and serving on multiple boards. She is deeply passionate about international politics and relations, and has always applauded the good dividends that diversity brings to the culture and dynamics of organisations and government. The game-changer for Brynnie was during her time as a congressional intern in 1974, attending the Watergate hearings in Washington. She realised just how male dominated and dysfunctional the world of corporate law was. It geared Brynnie for a career in paradigm shifts, lateral thinking and strategy where she turned to the research of forward thinkers like Peter Senge of the Fifth Discipline and others who similarly recognised that business doesn't have to be competitive — that it can be collaborative, value-based and holistically driven. Over the past 25 years, Brynnie has helped grow emerging businesses in health, sustainability, education and other sectors. Her first board position was as chairperson for Kinma Primary and Preschool, an independent parent-managed school in Sydney's North Shore. Today she is the Head of Department for World Travels, Executive Director for BKG Group and a Non-Executive Director for Community Housing Ltd, Sydney North Health Primary Network, Women for Election Australia and Earth Trust. Because of her background in international corporate law, she is especially zealous about building socially responsive, sustainable businesses and encourages all women seeking to pursue boards to do just that — follow their passion. American born, Brynnie actively sought out a life here in Australia on her quest for community more than 30 years ago — a “blessed” land that she acknowledges is due to the history and energy of the past, present and emerging traditional custodians. As the world watches the election unfold in America, hear why Brynnie isn't surprised by the current state of affairs in her former homeland. LinkedIn   Brynnie Goodwill Claire Braund (host) Further Information about Women on Boards (WOB) For further information about WOB membership, events & services, please visit our website. To receive our weekly newsletter, subscribe to WOB as a Basic Member (free). Join as a Full Member for just $210 p/a for full access to our Board Vacancies, WOBShare (our online member platform) and more.

Peter Senge—the renowned architect of systems thinking and author of the 1990 classic, *The Fifth Discipline*—doesn't love the word “system.” “I always try to kind of demystify the word ‘system,' because that's a bit of a problem we've always had,” he says on the most recent episode of *The Resonance Test.* “System is an off-putting word.” This is, in fact, one of many surprises nestled in his lively conversation with Rick Curtis, Senior Director of EPAM Continuum, and Paul McCormick, a Principal Consultant at EPAM. Senge's holistic and humanistic worldview plays nicely off of Curtis-and-McCormick's pleasantly British style of inquiry. He speaks in mini-lectures about systems thinking (of course), adaptivity, innovation, competition, collaboration, and data in a slightly hoarse but consistently positive voice. Senge is both informative—he teaches us that Latin root for the word “compete” means “striving or seeking together”—and a skilled, off-the-cuff aphorist. Press play and hear him say (among other things): “Deep change never starts with a majority. Revolutions always start with small numbers. The real changes always start on the periphery of the mainstream.” “Even direct competitors have to work together to create healthy market conditions, which in turn can allow them to compete.” “What we often call human nature, I would call habit—collective habits of thinking and acting. And that's culture.” “You can throw away the word ‘system' entirely and just talk about [how] we live in webs of interdependence, where my wellbeing depends a lot on yours, and we're continually influencing each other.” “The basic element is awakening people's intuitive understanding that we always live in an interdependent interconnected reality.” “Competition and collaboration are natural sisters. They go together. And that's true in business just as well.” Host: Kyle Wing Engineer: Kyp Pilalas Producer: Ken Gordon

This episode, which is part 1 of 2, explores Professor Peter Hines' journey into Enterprise Excellence. Peter Hines has dedicated much of his career on the topic of sustaining improvement journeys within organisations. He has lead and written about organisational change programs focussing on more than just making money. He has helped these organisations achieve improvement for themselves, others and the planet simultaneously. Peter has recently been inducted into the Shingo Academy, a leading organisation in recognising and training on the topics of Enterprise Excellence.  We explore the events and mentors who helped shape Peter and develop his passion and learnings in organisational change and improvement. Peter shares how his initial introduction into improvement and the importance of systems was studying the natural world as part of his early years at University. Peter shares some of the opportunities that arose through his academic and professional career that shaped his thinking. He shares the amazing times he spent with a key mentor of his: Prof Msayoshi Akaida. He shares how the time they spent together driving around the United Kingdom visiting operations and supply chains shaped Peters thinking and potentially frustrated Prof Akaida at times with Peter's abundance of questions. Quotes1.     So, in my last year of the course, I was doing things like urban geography, developing countries, I was doing fluvial geomorphology, and particularly coastal geomorphology. So, you know, as you can see, all of those are really very different in terms of subject and I suppose one of the key things was that it was really in the era where the predominant sort of thinking methodology was around systems thinking. So, I suppose what I was really learning was systems thinking.  3.     And then I spent three months working with them in Japan, understanding what they did, understanding the supply chain. And really, it was true, you know, they use pretty much half the resources for everything that they did. They were really, really efficient. So, what was interesting for me at the time was to look at the system whereby they worked with the suppliers. 4.    The two systems that I found that were best in Toyota, were the two main inputs to the business, the people and the components. So, in other words, if you get your inputs right, and you've got pretty reasonable processes internally, you produce fantastic outputs.  5.     Now, in actual fact, we didn't do that for an economic benefit. We actually did it for risk mitigation, and an environmental benefit. So, the reason we did it was in the UK, there was a lot of legislation coming in, which obviously has come around the world as well, about movement of transport and so forth. 6.     In other words, what's the really important stuff that I'd seen at Toyota that actually people weren't doing? So, what I'd seen was strategy deployment, leadership, engagement and behaviour.7.     And by the time like, I'd spent two and a half months there, I actually realized that 'the rigorous and disciplined application of' was actually the most important part of the sentence, and I hadn't even been writing it down, which actually is the culture, the leadership, the behaviour. So, in other words, what they were saying is create the right culture, and have a good improvement methodology. And you'll close the bridge. 8.     What Peter (Senge) was talking about in the book (The Fifth Discipline) was a learning organization.And I just, it all just fell into place. I said, bingo. That's actually what Toyota had, they had a learning organisation.

Whether you are new to business or an old hand, transformational thinking is always welcome. The Fifth Discipline is the kind of book that will provide mental model of mental models that can provide transformational thinking as well as transformational processes. https://www.amazon.com/Fifth-Discipline-Practice-Learning-Organization/dp/0385517254

Suresh Sambandam, the CEO and founder of Kissflow, is a quintessential entrepreneur. And that's not just because he can hustle his way out of any crisis, but more because of the way he applies all his learnings egolessly in moving his startup forward. Suresh talks about "the HP Way" he discovered while working at Hewlett Packard early in his career, and the way the company puts trust in its people. "Trust isn't just about honesty or competency. It's a two-sided coin; you need to have competence and character. You won't trust anyone who doesn't have competency. You can't trust a doctor who is not a good doctor. " In this podcast conversation, Suresh also opens up about two of the toughest challenges he faced in his career--the 2008 financial crisis, and losing his cofounder during 2013, which triggered a deep introspection and challenged his beliefs, moulded him forward. Suresh recommends several books, including "the Fifth Discipline", which is about building a learning organisation. Please tune in to this episode of the SaaSBOOMi podcast to learn how Suresh is applying best practices from across the world in building a learning organisation that survives the test of crises.

The construction industry is realizing that the “soft skills” are really the “hard skills” and are critical to our ability to collaborate on construction programs. Dr. Peter Senge, famed author of the The Fifth Discipline, joined the Built Revolution to discuss his work in organizational and team learning, systems thinking and collaborative leadership. Dr. Senge discusses the importance of trust and psychological safety in creating collaboration efforts, and the need to build mastery and competence in certain critical skills. His insights are of incredible importance to our industry as we determine how to disrupt and improve.

In this episode, Caleb and Todd talk with Brad Staats about how to become a more dynamic learner through feedback, failure, reflection, and more. ------------- *Guest Links* ------------- [Brad on Twitter][1] [Never Stop Learning by Bradley Staats][2] ----------------- *Links Mentioned* ----------------- [Valve Employee Handbook][3] [The Fifth Discipline by Peter Senge][4] [The Machine That Changed the World by James Womack, Daniel Jones, and Daniel Roos][5] [Human + Machine by Paul Daugherty and H. James Wilson][6] ------------------------------------------- *The Learner's Corner Recommended Resource* ------------------------------------------- [Switch by Chip and Dan Heath][7] What We Learned Awareness of the problem is the first step to becoming a dynamic learner. Why we don't learn from failure. How to learn from feedback. Overcoming the fundamental attribution error. How to learn from failure when failure isn't an option. Getting more knowledge doesn't mean you have all of the answers. How to improve your question asking. The difference between process learning and outcome learning. The relationship between specialization and variety. Reflection is a key part of learning. Don't avoid thinking by being busy. --------------------------- *New Episode Every Tuesday* --------------------------- Thank you for listening to the Learner's Corner Podcast. We hope you'll join us for next week's episode. Until next time, keep learning and keep growing. [1]: https://twitter.com/brstaats [2]: https://www.amazon.com/Never-Stop-Learning-Relevant-Reinvent/dp/163369285X/ref=sr_1_1?s=books&ie=UTF8&qid=1543876818&sr=1-1&keywords=brad%20staats [3]: https://steamcdn-a.akamaihd.net/apps/valve/Valve_NewEmployeeHandbook.pdf [4]: https://www.amazon.com/Fifth-Discipline-Practice-Learning-Organization/dp/0385517254/ref=sr_1_1?ie=UTF8&qid=1543877058&sr=8-1&keywords=the%20fifth%20discipline%20by%20peter%20senge [5]: https://www.amazon.com/Machine-That-Changed-World-Revolutionizing/dp/0743299795/ref=sr_1_1?ie=UTF8&qid=1543877108&sr=8-1&keywords=the%20machine%20that%20changed%20the%20world%20the%20story%20of%20lean%20production [6]: https://www.amazon.com/Human-Machine-Reimagining-Work-Age/dp/1633693864/ref=sr_1_1?ie=UTF8&qid=1543877193&sr=8-1&keywords=human%20and%20machine [7]: https://www.amazon.com/Switch-Change-Things-When-Hard/dp/0385528752/ref=sr_1_2?ie=UTF8&qid=1543877253&sr=8-2&keywords=switch%20chip%20heath%20and%20dan%20heath

We're all familiar with terms like ‘return on investment', but do we really understand what they mean? Or are we the ‘nerd in the schoolyard', pretending to know what the cool kids are talking about so they won't steal our lunch money? This week on the podcast, Ross D and Owen are joined by guest Ajay Pangarkar to discuss the business impact of L&D. If you want to share your thoughts on the show, you can tweet us at @ross__dickie, @owenferguson and @bizlearningdude.   You can also tweet @GoodPractice or @GoodPracticeAus.   To find out more about GoodPractice, visit goodpractice.com.    The free version of the VSCO app can be downloaded for IOS or Android here.    The book Ajay mentions is The Fifth Discipline by Peter M Senge.   Finally, for tickets to our upcoming live show, visit goodpractice.com. 

Peter Senge posits the Laws of Systems Thinking in Chapter 4 of in his seminal work, The Fifth Discipline: The art and practice of the learning organization. During this show, Ron and Ed will introduce you to the basic concepts of Systems Thinking and discuss the laws by giving specific examples of how they manifest themselves in business today.

Peter Senge posits the Laws of Systems Thinking in Chapter 4 of in his seminal work, The Fifth Discipline: The art and practice of the learning organization. During this show, Ron and Ed will introduce you to the basic concepts of Systems Thinking and discuss the laws by giving specific examples of how they manifest themselves in business today.

Peter Senge posits the Laws of Systems Thinking in Chapter 4 of in his seminal work, The Fifth Discipline: The art and practice of the learning organization. During this show, Ron and Ed will introduce you to the basic concepts of Systems Thinking and discuss the laws by giving specific examples of how they manifest themselves in business today.

Congressman Bobby Scott and Ximena Hartsock Hon. Bobby Scott United States Congressman Representing Virginia's 3rd Congressional District Ranking Member, Committee on Education and the Workforce Ximena Hartsock (@ximenahartsock) is co-founder and President of Phone2Action. Phone2 Action's digital grassroots platform makes it easy for your organization to attract and engage supporters. Social media, calling and email advocacy tools connect supporters to elected officials at every level, from city council to federal delegations, as well as to civic programs. Ximena is an advocate at heart and has been involved in social advocacy campaigns since she was 11. Prior to co-founding Phone2ACtion, she managed membership and outreach for a national advocacy organization, where she ran hundreds of campaigns across the US. She has also held numerous leadership positions in Washington, DC, including spending time as a Principal, Assistant Superintendent and Agency Director. In 2009, she was appointed to the Executive Cabinet of then-DC Mayor Adrian Fenty. She earned her Doctorate in Policy Studies from the George Washington University and was born and raised in Santiago, Chile. In this episode, we discussed: The right mindset to adopt to overcome your limitations (real and perceived) to reach your fullest potential. How to effectively incorporate mobile into your advocacy campaign. How to combine advocacy and entrepreneurship in a way that is profitable but also keeps you connected to the communities you care about. Resources: Phone2Action Phone2Action on Medium Ninja University by Gary Shapiro Schools that Learn by Peter Segne, et al. The Fifth Discipline by Peter Segne

就算你早就明白學習型組織的好處及必要性，卻未必能在組織裡長期保持學習的熱情，帶領組織成長進步。為什麼呢？因為學習的本質正是如此，需要不斷思考、反覆學習，看見事件背後的成因，才可能創造根本的改變。

就算你早就明白學習型組織的好處及必要性，卻未必能在組織裡長期保持學習的熱情，帶領組織成長進步。為什麼呢？因為學習的本質正是如此，需要不斷思考、反覆學習，看見事件背後的成因，才可能創造根本的改變。

The Ladder of Inference helps us recognize how our perceptions and assumptions can affect our beliefs and actions. It reminds us to pause and check in, make our assumptions explicit, and take the time to explore everyone else's. The Ladder of Inference is an example of cognitive bias and was developed by organizational psychologist Chris Argyris and used by Pete Senge in his book, The Fifth Discipline. Learn more with Susan Goodwin, Collaboration and Conflict Management Specialist, DOI Office of Collaborative Action and Dispute Resolution.

For this episode, Jon (@WaterScrumBan) and Brett (@brett_palmer) find themselves reminiscing about their trip to Indianapolis for Agile Coach Camp last September 26-28, 2014. There they met Bryan Beecham (@BillyGarnet) of Iceberg Ideas and Mike Bowler (@Mike_Bowler) to discuss the following topics: Using LEGO to teach technical topics - Mike has begun posting some of the LEGO exercises for teaching TDD and other XP principles on his site at gargoylesoftware.com. Brett referenced Rory (Story) Cubes and Agile Retrospectives: Making Good Teams Great by Diana Larsen and Ellen Grove. Bryan paraphrased Kent Beck from Extreme Programming Explained: Embrace Change. Continuous Learning - Learn as fast as possible, not even build as fast as possible. Fifth Discipline identifies learning as a competitive advantage. Human Measurement and new technologies - Bryan swears by his Moto 360 watch, and he blogs about software craftsmanship and the human body at humanrefactor.com. Bryan will be joining us at the upcoming Agile Coach Camp in Irvine, April 10-12. Will you? More info at AgileGathering.com. Have you visited our forums on the AgileCoffee website? Reach out to Victor (@AgileCoffee) on Twitter –  and use the hashtags #askAgileCoffee or #tellAgileCoffee to interact with us on an upcoming episode.