In this book, Senge and his co-authors focus on three types of challenges when attempting to establish and then develop a “Total Learning Organization”:
Senge and his co-authors provide a cohesive and comprehensive system with which to achieve and then sustain (emphasis on “sustain”) “profound change.” It is critically important to select with great care what is most appropriate from the abundance of material (especially counsel) provided in this book. The selection process should be unhurried but expeditious. Those involved should include only those who are wholeheartedly committed to achieving “profound change” (i.e. “True Believers”). Moreover, their number should not threaten effective communication and collaboration. Like the construction of a building, building a “Total Learning Organization” requires a “blueprint,” sufficient resources, materials of the highest quietly, inspiring leaders and effective managers, talented associates, and (most important) a shared commitment. Obviously, each organization will need its own “blueprint.” Success or failure when implementing it will depend upon its own people. It cannot be otherwise. View The Dance of Change created by Senge and his co-authors, therefore, as an invaluable resource...and proceed accordingly.
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