Learning Organization PRASENA 12 December 2002 The Mirror of the Economic World Learning Organization “Managing Organization Change” Customized AIT Training Program For the National Family Planning Coordinating Board of Indonesia A session with Dr. Prof. B.K. Passi Prasena Think Tank 12 December 2002 Learning Organization

Three broad questions What is Learning What is Organization PRASENA 12 December 2002 Three broad questions What is Learning What is Organization What is Learning Organization Three broad questions What is Learning What is Organization What is Learning Organization Learning Organization

PRASENA 12 December 2002 Leadership Vision Learning Organization

Popular concept of system PRASENA 12 December 2002 Popular concept of system input process output Popular concept of system Input Process output Learning Organization

What is systems thinking PRASENA 12 December 2002 What is systems thinking What is a system? What is thinking? What is systems thinking? What is systems thinking What is a system? What is thinking? What is systems thinking? Learning Organization

We need to learn about People Learning Organization Technology PRASENA 12 December 2002 We need to learn about Organization People Learning Knowledge Technology We need to learn about Learning Organization People Knowledge Technology Learning Organization

Learning organization PRASENA 12 December 2002 Learning organization Learning organization Personal Mastery Mental Models Shared Vision Team Learning Systems Thinking Learning Organization

Learning Organization PRASENA 12 December 2002 Learning Organization Mental Models High Quality of life Low birth rate Shared Vision Systems Thinking Indonesia Higher quality of education Team Learning High economic growth Personal Mastery Learning Organization

System is complementary whole like Yin and Yang PRASENA 12 December 2002 System is complementary whole like Yin and Yang Direction Power Being complementary and alternative, they are not dissociable. System is complementary whole like Yin and Yang Being complementary and alternative, they are not dissociable. Learning Organization

System is a Whole always PRASENA 12 December 2002 System is a Whole always do not work in parts only System is a Whole always Learning Organization

System is Relationships PRASENA 12 December 2002 System is Relationships A C D B Learning Organization

System of tap water: who is deciding : you or water level ? PRASENA 12 December 2002 System of tap water: who is deciding : you or water level ? System of tap water: who is deciding : you or water level ? Learning Organization

Cause effect X  Y X < - > Y X Y PRASENA 12 December 2002 Learning Organization

PRASENA 12 December 2002 Construct and analyze Learning Organization

A system is a larger world PRASENA A system is a larger world 12 December 2002 Community (home for this group of students) School (or School System) Teacher Student Parent Classroom Learning Organization

Still larger view : we need to analysis PRASENA Still larger view : we need to analysis 12 December 2002 Learning Organization

Organizational Behavior: Conflicts in Organizations PRASENA 12 December 2002 Organizational Behavior: Conflicts in Organizations Levels of Conflict Intrapersonal Conflict Interpersonal Conflict Intragroup Conflict Intergroup Conflict Intraorganizational Conflict Interorganizational Conflict Organizational Behavior: Conflicts in Organizations Levels of Conflict Intrapersonal Conflict Interpersonal Conflict Intragroup Conflict Intergroup Conflict Intraorganizational Conflict Interorganizational Conflict Learning Organization

Organizational Behavior Conflict in Organizations PRASENA 12 December 2002 Organizational Behavior Conflict in Organizations Interpersonal Conflict Management Force Withdrawal Smoothing Compromise Mediation and Arbitration Superordinate Goals Problem Solving Dialogue Organizational Behavior Conflict in Organizations Interpersonal Conflict Management Force Withdrawal Smoothing Compromise Mediation and Arbitration Superordinate Goals Problem Solving Dialogue Learning Organization

Lecturing ONE-WAY Communication Lecturing PRASENA 12 December 2002 Learning Organization

Debate Two-way It teaches fighting Communication Debate Two-way PRASENA 12 December 2002 Debate Two-way Communication It teaches fighting Debate Two-way Communication It teaches fighting Learning Organization

Multi-way communication Take decision by voting PRASENA 12 December 2002 Discussion Multi-way communication Take decision by voting Discussion Multi-way communication Take decision by voting Learning Organization

Dialogue is constructing PRASENA 12 December 2002 Dialogue is constructing Dialogue is art of listening. Here people learn to listen to learn not only words but all facets of the presence of others in their context Dialogue is exploring for construction not an agreement Dialogue is constructing Dialogue is art of listening. Here people learn to listen to learn not only words but all facets of the presence of others in their context Dialogue is exploring for construction not an agreement Learning Organization

Dialogue is checking assumptions PRASENA 12 December 2002 Dialogue is checking assumptions Your own assumptions And others assumption Dialogue is checking assumptions Your own assumptions And others assumption Learning Organization

PRASENA 12 December 2002 Telling Dictating: “Here’s what I say, and never mind Why” ( dysfunctional ) Asserting: “Here’s want I say, and here’s want I say it.” Explaining: “Here’s how the world works and why I can see it that why.” Telling Dictating: “Here’s what I say, and never mind Why” ( dysfunctional ) Asserting: “Here’s want I say, and here’s want I say it.” Explaining: “Here’s how the world works and why I can see it that why.” Learning Organization

PRASENA 12 December 2002 Generating Skillful discussion: (Balancing advocacy and inquiry) genuinely curious makes reasoning explicit asks others about assumptions without being critical or accusing) Dialogue: suspending all assumptions creating a “container” in which collective thinking can emerge Politicking: giving the impression of balancing advocacy and inquiry, while being close-minded (dysfunctional) Generating Skillful discussion: (Balancing advocacy and inquiry) genuinely curious makes reasoning explicit asks others about assumptions without being critical or accusing) Dialogue: suspending all assumptions creating a “container” in which collective thinking can emerge Politicking: giving the impression of balancing advocacy and inquiry, while being close-minded (dysfunctional) Learning Organization

PRASENA 12 December 2002 Observing Bystanding: Making comments which pertain to the group process, but not to content. Sensing: Watching the conversation flow without saying much, but keenly aware of all that transpires. Withdrawing: Mentally checking out of the room, and not paying attention. (dysfunctional) Observing Bystanding: Making comments which pertain to the group process, but not to content. Sensing: Watching the conversation flow without saying much, but keenly aware of all that transpires. Withdrawing: Mentally checking out of the room, and not paying attention. (dysfunctional) Learning Organization

PRASENA 12 December 2002 Asking Interrogating: “Why can’t you see that your point of view is wrong?” (dysfunctional) Clarifying: “What is the question we are trying to answer?” Interviewing: Exploring others’ points of view, and the reasons behind them. Asking Interrogating: “Why can’t you see that your point of view is wrong?” (dysfunctional) Clarifying: “What is the question we are trying to answer?” Interviewing: Exploring others’ points of view, and the reasons behind them. Learning Organization

Special rules of dialogue PRASENA 12 December 2002 Special rules of dialogue Circular arrangements; not rows and column type Agenda Chairperson Language Decisions Special rules of dialogue Circular arrangements; not rows and column type Agenda Chairperson Language Decisions Learning Organization

Personal mastery creative tension in rubber band PRASENA 12 December 2002 Personal mastery creative tension in rubber band Aspirations Personal mastery creative tension in rubber band Reality Learning Organization

Personal mastery beliefs, reality, vision PRASENA 12 December 2002 Personal mastery beliefs, reality, vision Personal mastery beliefs, reality, vision Learning Organization

Conscious and unconscious mind it is like iceberg PRASENA 12 December 2002 Conscious and unconscious mind it is like iceberg Conscious and unconscious mind it is like iceberg Learning Organization

Mental Models: you and around you PRASENA 12 December 2002 Mental Models: you and around you attitudes + perception attitudes + perception Mental Models: you and around you you those around you Learning Organization

Shared Vision evolves Shared visions Personal 1 Personal 2 Personal 3 PRASENA 12 December 2002 Shared Vision evolves Shared visions Personal 1 Personal 3 Personal 2 Shared Vision evolves Learning Organization

Personal visions: variation PRASENA 12 December 2002 Personal visions: variation Division A Human Resources Division B Marketing Manufacturin g Finance Personal visions: variation Division C R&D Learning Organization

Shared Vision: fully aligned PRASENA 12 December 2002 Shared Vision: fully aligned Shared Vision: fully aligned Learning Organization

Vision by all PRASENA 12 December 2002 Vision by all Learning Organization

Team coherence and alignment PRASENA 12 December 2002 Team coherence and alignment Team coherence and alignment Learning Organization

Vision-Mission-Implementation PRASENA 12 December 2002 Vision-Mission-Implementation Vision Planning 12 hours per week Phase 1 Phase 2 ….. Phase 3 Implementation Vision-Mission-Implementation Times : Months / Year Learning Organization

Tools: groupware Face to face, whiteboards PRASENA 12 December 2002 Tools: groupware Face to face, whiteboards Email, conference, chat, other methods of using LAN, & internet, Web, archives Tools: groupware Face to face, whiteboards Email, conference, chat, other methods of using LAN, & internet, Web, archives Learning Organization

Dance of growth & limits PRASENA 12 December 2002 Dance of growth & limits Dance: dual play of : Growing process: improve reinforcers (20% solution) Limiting processes: remove constraints (80% solution) Dance of growth & limits Dance: dual play of : Growing process: improve reinforcers (20% solution) Limiting processes: remove constraints (80% solution) Learning Organization

Knowledge of systems’ thinking is power PRASENA Knowledge of systems’ thinking is power 12 December 2002 Wisdom Knowledge Information Data Knowledge of systems’ thinking is power Learning Organization

Management of systems is achieved by PRASENA 12 December 2002 Management of systems is achieved by Bringing changes outside and Changes inside yourself Management of systems is achieved by Bringing changes outside and Changes inside yourself Learning Organization

Assign best people for best ideas rather to difficult ideas PRASENA 12 December 2002 Assign best people for best ideas rather to difficult ideas G Assign best people for best ideas rather to difficult ideas Learning Organization

What is Management ? Management has four functions Planning Organizing PRASENA 12 December 2002 What is Management ? Management has four functions Planning Organizing What is Management ? Process Controlling Influencing Learning Organization

Management’s Functions PRASENA 12 December 2002 Management’s Functions Planning Controlling Organizing Decision Making Management’s Functions Directing Staffing Learning Organization