What does it really mean to be a “Learning Organization”?

Peter Senge did a lot of work through the late 1980’s and early 90’s considering the concept of the learning organization.  In two seminal books* that have stood the test of time, he defined and honed in on five “learning disciplines” that are common in learning organizations:

• Personal Mastery
• Mental Modes
• Shared Vision
• Team Learning
• Systems Thinking

I don’t want to rehash his work here, just point out that the concept of the learning organization has been around for quite some time. Clearly valuing the contributions of all employees and finding ways to capitalize on and communicate the depth of organizational knowledge that they have are the benefits of operating in an environment that considers itself a learning one.

What I think is important to consider is the changes that having taken place on the technological front since Senge penned his theories. Consider that the widespread use of computers and all that means for learning (e.g. e-learning, online learning, LMS’s, Wiki’s, blogs, etc.), just didn’t exist in the late 80’s and early 90’s; the learning landscape has changed significantly, but the fundamentals are still the fundamentals.

A question that I would like to throw out there is:

What role do you feel that technology has played in enhancing (or not) learning organizations?

* Senge, P. (1990). The fifth discipline: The art & practice of the learning organization. New York: Currency Doubleday.

* Senge, P. (1994). The fifth discipline fieldbook. New York: Currency Doubleday.