Peter Senge defines a learning organization as one where people continually expand their capacity to create desired results through nurturing new patterns of thinking and collective aspirations. For organizations to excel in times of rapid change, they must be flexible, adaptive, and productive by tapping into people's commitment and capacity to learn at all levels. Senge's five disciplines of a learning organization include personal mastery, where individuals clarify their vision and focus on self-development; mental models, where assumptions are challenged through inquiry; shared vision, where leaders translate personal visions into shared commitments; team learning, where dialogue and thinking together yields new insights; and systems thinking, which integrates the other disciplines by focusing on dynamics, interdependencies, and long-term goals