“If a company does not stimulate employee development, its potential is not realized,” Vasyl Khmelnytsky
The world is becoming more complex: we create more information than we are able to perceive, we accelerate change so that we can no longer cope with the pace. In his column to NV Business, Vasyl Khmelnytsky told about the adaptation to the new world on the example of the UFuture team, which at the beginning of the year worked in detail on the book “Fifth Discipline” by Peter Senge, director of the MIT Sloan School of Management.
Peter Senge talked to many entrepreneurs and scientists, conducted dozens of interviews and realized that the work of the organization depends on how its members think and interact. In the book, Senge describes the concept of “learning organizations”. Instead of rigid management, hierarchy and control, they have vision, values and mental models.
Any company can become a learning organization if it makes the appropriate efforts. To do this, you need to work with five “disciplines”:
- Personal mastery. The potential of a team depends on how much employees want to learn. If a company does not stimulate employee development, its potential and resources are not realized.
- Mental models. Everyone has attitudes that prevent them from seeing and using existing opportunities. They need to be regularly analyzed and revised.
- Building a shared vision. The mission cannot be dictated, it must be formed by the participants in the process of joint discussion.
- Team training. It is important to learn not only personally but also like a team. There will be cooperation, not competition; dialogue, not discussion.
- Systems thinking. A way of thinking, when a person is able to see all the connections between events and processes, not just specific events and facts.
Read more about why team development is so important and how it helps make business effective via the link.