1. Shared Vision/
Learning Organizations
Week 6
• What makes a vision shared and how is
shared vision created?
• What qualifies as a Learning Organization?
• What limits organizations from learning?
SESP 392 1
2. Take a breath
SESP 392 2
https://www.youtube.com/watch?v=n6RbW2LtdFs
This Photo by Unknown Author is licensed under CC BY-SA
4. SESP 392 4
This Photo by Unknown Author is licensed under CC BY
5. Levels of systems to be discussed today
SESP 392 5
Social/
Global
Organizational
Team
Individual
6. Discussion
Post Themes
Themes – Shared
Vision
Themes –from
Compliance to
Commitment
• When vision is intrinsically
motivated, it creates sense of
excitement and drive
• I feel my ideas are welcome
• More creativity and productive
collaboration, “fluidity”, trust
• Force that binds people together
and propels them toward goal
• Shared vision can motivate,
inspire, empower people
• Shared vision comes from
interaction of personal visions
• Shared values and “common
caring” about the same things
• Heightens sense of belonging
• Team “forming” builds shared
vision
• Leadership consistent in
promoting shared vision
• When I have “free choice” or
more choice to commit
• When others around me are also
committed to a common vision
• If I agree with vision to begin
with, I can go from compliant to
committed more easily
• When people feel passionate
and/or included in the shared
vision
• I want to make sure it’s real
before I commit
• It has to matter to me, and it
helps to get appropriate
recognition
• “Dialogue” helps me become
more committed
• Growth mindset helps
SESP 392 6
7. What makes a
vision shared
and
how is shared vision
created?
7
This Photo by Unknown Author is licensed under CC BY-SA-NC
8. Generate some ideas in breakouts (10 min)
Group 1: What makes a vision truly
“shared”? How do you know when it
is or isn’t?
Group 2: If you are leading a team,
what are 2-3 practical ways you can
create shared vision?
Group 3: If you are part of a team or
organization where you don’t share
the vision, what choices do you have?
SESP 392 8
12. The Learning Organization – Peter
Senge
ASPIRATION
• Personal mastery
• Shared vision
DEALING WITH COMPLEXITY
• Systems thinking
CONVERSATION
• Mental models
• Team learning
Five Disciplines
3-legged stool
SESP 392 12
14. Building
Block #1
Environment
that supports
learning
An environment that supports
learning has four distinguishing
characteristics:
• Psychological Safety
• Appreciation of differences
• Openness to new ideas
• Time for reflection
IS YOURS A LEARNING ORGANIZATION?
15. Knowledge shared in systematic
and clearly defined ways.
Example: US Army’s “After Action
Review” process.
• What did we set out to do?
• What actually happened?
• Why did it happen?
• What do we do next time?
Building Block
#2:
Concrete
learning
processes and
practices
SESP 392 15
IS YOURS A LEARNING ORGANIZATION?
16. Building
Block #3:
Learning that
reinforces
learning
If leaders actively question and listen
to employees, people feel
encouraged to learn.
Leaders signal importance of
spending time on problem
identification, knowledge transfer,
reflective post-audits, these
activities increase.
IS YOURS A LEARNING ORGANIZATION?
18. From a systems thinking
perspective:
How does diversity,
equity, inclusion and
belonging relate to
an organization’s ability
to become a learning
organization?
SESP 392 Practicum 18
This Photo by Unknown Author is licensed under CC BY-SA-NC
20. Let’s try a
new drink
SESP 392 20
This Photo by Unknown Author is licensed under CC BY-SA-NC
21. Levels of Commitment
Commitment
Enrollment
Genuine Compliance
Formal Compliance
Grudging Compliance
Non-compliance
Apathy
Peter Senge, The Fifth Discipline SESP 392 21
This Photo by
Unknown Author
is licensed under
CC BY-NC-ND
22. Let’s help
each other
with final
papers
SESP 392 22
Do you have your basic topic and format
chosen?
Do you have enough to work with already or
do you need to research or interview more?
Think of one thing you’d like help with, and
we’ll do Fast Forward for 10 minutes (3
rounds) . Share specific suggestions in
response to the other person’s request.
