For organizations to thrive, they need to embrace learning. Through learning firms avoid pitfalls and pursue growth. Unfortunately, for many organizations, learning remains elusive. The difficulty that firms encounter as they strive to become learning entities is the result of various learning disabilities. I am my position is among these disabilities (Kang, 2018). This disability has impaired an organization where I once worked. The disability manifests in the form of the lack of a shared vision that unifies the employees, leaders and other stakeholders. For example, instead of trying to see how their roles, duties and positions are welded into the company’s overall mission and operations, the employees involve themselves in matters that directly impact their immediate responsibilities. Fortunately, there are some measures that this organization can implement to address this learning disability. In her guide on how organizations can become successful, Ani Stepanian (2017) encourages organizations to embrace teamwork and rally all stakeholders to pursue a shared vision. By implementing this solution, the firm can address the disability that it faces and therefore become a learning organization.
Vora (2017) used his text to shed light on the different learning disabilities that impair organizational success. The enemy is out there is among these disabilities. Essentially, this disability involves organizations finding individuals to blame for their failures. I have witnessed this disability in an organization with which I am familiar. The organization experienced disappointing performance that lasted for months. One would expect that the organization would take steps to engage in self-reflection and identify the internal factors responsible for the poor performance. This was not the case. The company embarked on assigning blame to external parties that had nothing to do with how it operated. For example, it blamed government policy. The firm went as far as suggesting that its rivals had sabotaged its growth and were therefore to blame for its disappointing performance. This organization should understand that by implementing five essential disciplines, it can become a better learning company. The five principles are systems thinking, mental models, shared vision, personal mastery and team learning (Vora, 2017). Through systems thinking, the firm will understand that both external and internal factors affect its performance while a shared vision will inspire all stakeholders to combine their energies to pursue growth. Team learning will equip individual employees and teams with skills and capacities that make them more effective. On the other hand, personal mastery will motivate employees to strive for personal and professional growth whereas mental models will help the company to establish a culture of progress and excellence.
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References
Kang, P. (2018). The seven learning disabilities from the Fifth Discipline. Peter Kang. Retrieved June 2, 2019 from https://www.peterkang.com/the-seven-learning-disabilities-from-the-fifth-discipline/
Stepanian, A. (2017). How to create a unified company vision in five steps. Forbes. Retrieved May 2, 2019 from https://www.forbes.com/sites/forbescommunicationscouncil/2017/08/08/how-to-create-a-unified-company-vision-in-five-steps/#37e76931e133
Vora, T. (2017). Peter Senge: how to overcome learning disabilities in organizations. QA Spire. Retrieved June 2, 2019 from http://qaspire.com/2017/02/20/peter-senge-how-to-overcome-learning-disabilities-in-organizations/
