The Rise of History’s Most Powerful Empire Chapter 133

[Chapter 131 How to practice without money]

Five Cultivation of Learning Organizations (Part 1) Outline Section 1 One of the Five Cultivations of Learning Organizations: Self-transcendence 1. The connotation and premise of self-transcendence 2. How individuals in the organization can achieve self-transcendence. Section 2 Learning Organization Five Practices 2: Improving Mental Models 1. The Connotation and Characteristics of “Mental Models” 2. How to Improve Mental Models Section 3 Learning Organizations Five Practices 3: Building a Common Vision Meaning, Elements 2, Levels of Vision Courseware Knowledge Points Summary T01: Self-transcendence T02: Improving Mental Models T03: Building a Shared Vision T04: Levels of Vision Text Peter Senge published his “The Fifth Discipline– The Art and Practice of Learning Organizations was rated as one of the five most influential management books of the past two decades by Harvard Business Review. Powerful management guru.

Professor Peter Senge concluded after studying the rise and fall of a large number of enterprises and participating in a large number of business management practices: In order to move towards a learning organization in a rapidly changing market, an enterprise must have two skills, namely the ability to adapt and adapt. And the ability to have lofty ideals and create the future.

Just like people, businesses not only simply adapt to the world in order to survive, but also strive for higher ideals, creating and transforming the world.

For enterprises, to achieve such a state, they must possess five skills of cultivation.

The five disciplines of the learning organization refer to the combination of the five new skills of the learning organization, which is called the Senge Model by the management community.

It includes: self-transcendence, mental models, shared vision, team learning, systems thinking.

This chapter mainly introduces the three disciplines of self-transcendence, mental model and shared vision.

The two disciplines “self-transcendence” and “improved mental model” provide a good foundation for future practice: “self-transcendence” allows us to recognize our personal vision and strive to achieve it; “improved mental model” allows us to open ourselves up mind, learn to open up the problem, examine it together with others and improve it.

Only on this basis can we enter the third of the five disciplines—building a shared vision.

Section 1 One of the five disciplines of learning organization: Self-transcendence 1. The connotation and premise of self-transcendence (1) What is self-transcendence Self-transcendence is the spiritual foundation of a learning organization.

Self-transcendence is a practice focused on personal growth.

The pursuit of self-transcendence is to learn to constantly clarify and deepen one’s true desires, to concentrate, to cultivate patience, and to observe reality objectively.

This practice incorporates both Eastern and Western spiritual traditions.

Peter Senge for example

: “For people who want to change the organization, but feel that they are too small and can’t achieve great things, self-transcendence provides an option – you can always strive to develop and surpass yourself.” People with a sense of self-transcendence can recognize It knows its own true desire and continuously expands its capabilities to achieve it.

People who constantly “self-transcendence” can constantly realize their deepest desires.

Kazuo Inamori advocates “respecting God and loving people”, emphasizing the constant pursuit of perfection and self-reflection.

According to Bill Brien, president of American Hanover Insurance Company, the basic job of a manager is to “provide a work environment in which employees pursue a fulfilling life.” Use spiritual power. But we lack the patience to wait for results. What we need is to strengthen such a heart with this spiritual power that expects to fulfill a noble mission. We have rashly cut ourselves off from this spiritual power. I believe that always One day, we will be able to dig out the spiritual power that creates the future. (2) Two preconditions for self-transcendence There are two preconditions for self-transcendence: one is to recognize one’s own “vision”; the other is to recognize one’s current real situation .Vision is the ultimate goal from the heart, it describes a specific, specific outcome. As in “I want to do a career that I really love”, while the current situation may be “I have to find another job to get my degree” People with a sense of self-transcendence will focus on mastering the skills and knowledge necessary to pursue a career they love. Self-transcendence must first understand “what is most important to us”, and then learn to “see more clearly in the present” What is the real situation?”. The vision has been established, and all that remains is how to work to achieve that vision. The gap between the vision and the status quo may be a force that pushes you towards the vision, or “creative tension”. Only by recognizing this Only by the gap between the two aspects can we know which aspects of ability we need to expand. Our strongest opponent is not necessarily others, but probably ourselves! Before surpassing others, we must surpass ourselves!

Therefore, it is necessary to emphasize the self-transcendence of the individual.

If an employee thinks that work is to develop their talents, create a good life, and create a good career, then he must have the potential to be creative.

Individuals in the organization need to grasp the following aspects: establish a personal vision: an expected future vision or desire; maintain creative tension: the gap between vision and reality is the source of creativity; see structural conflict: the gap between vision and reality To bring people’s psychological impact, that is, whether the willpower of human nature can overcome resistance; to face the truth honestly: to eradicate the obstacles to seeing the real situation;

To surpass yourself, you must first overcome yourself psychologically.

There are two kinds of thinking in the human brain that dominate us, one is inertia and the other is transcendence.

So when people consciously decide to do something, the struggle between inertia and transcendence has gone through in his mind.

Although sometimes he is not satisfied with the status quo, and always feels that there are higher ideals waiting ahead, but he is reluctant to give up the beautiful halo above his head.

At this time, we should overcome ourselves psychologically, clear the fog in front of us, and give up the temporary “halo”.

If you don’t learn to give up, you will never see another world, and you will never get an ideal breakthrough. As a result, the pace of progress will slow down or even stagnate.

Go beyond yourself, fully tap and develop your potential, let yourself be exercised and improved in different environments, and constantly enrich and improve your knowledge system and experience system.

[Case] Welch came up with a concept of “expansion” at GE.

Its connotation is to constantly make seemingly excessive demands on employees.

The idea of “extended” is that when we want to achieve these seemingly impossible goals, we often use all our strengths and show some extraordinary abilities; and, even if we are still unsuccessful in the end, our performance It will be even better than in the past.

At GE, the expansion project is only a means of incentive, not a standard of assessment, “At the end of the year, what we measure is not whether the goal has been achieved, but compared with the performance of the previous year, after excluding environmental variables. Whether there has been significant growth and improvement in the situation. When employees suffer setbacks, I will encourage them with positive rewards, because they have at least begun to change. If they are punished for failure, people will not dare to act rashly.” Self-transcendence, to enable employees to achieve self-transcendence, they must achieve “three essentials”: first, to carry out realm education; second, to change from the “tool” work view to “creative” work view; third, to challenge the limit (1 ) To carry out realm education Some people think that the current era of market economy, ideological education is in the past tense, it belongs to the product of the revolutionary era.

thing.

In fact, no matter what time or place, ideological education is very important.

[Case] Japan Xinghuo Pharmaceutical Co., Ltd. attaches great importance to the ideological education of employees. The word “Xinghuo” is taken from Mao Zedong’s “a single spark can start a prairie fire”. It warns employees that “as long as we have ambition, we must It can be successful.” The company has also organized employees many times to pursue the road of the Red Army’s Long March.

Xinghuo Pharmaceutical Co., Ltd. has established a belief in the hearts of employees through the development of realm education.

With the support of this belief, employees dare to move forward towards the “vision” in their hearts.

(2) Change from the “instrumental” view of work to the “creative” view of work Traditionally, employees and enterprises have formed a contractual relationship. Under this relationship, employees work for the purpose of earning income and earning income. It is to “do what you really want to do”, so, in a sense, work is a tool for employees to realize their desires.

To achieve self-transcendence, we must get rid of the “instrumental” view of work, and regard work as an important part of a good life, “what you really want to do”, just as in Panasonic, “the work itself seems to be regarded as some kind of sacredness. (3) Challenge to the limit “The biggest obstacle to your success is neither your opponent nor your enemy, but yourself.” People often set obstacles in their hearts, which is self-transcendence that one should try to avoid.

3. The third step of the game: Add a paper clip to the cup, the water level is higher, and the water still does not overflow the cup.

Game Inspiration This simple game tells us: what you think is impossible, but often miracles happen.

You tell yourself, “The glass is full, and it will overflow when you add more water.” In fact, due to surface tension, the surface of the water can rise above the rim of the glass by a certain height.

There is a saying that says: “If you think you can’t do it, then it won’t work.” This shows that people are prone to fall into self-imposed obstacles, such as the following two situations: (1) There are people who have more than enough strength but not enough heart. In this case, you think you can’t do it.

For example, “During the 2000-meter long-distance running, I felt that I would only run about 800 meters, so I stopped running.” (2) Those who dare not accept new things and things that some people are unfamiliar with themselves, dare not approach.

Many great figures in history, such as Franklin, Beethoven, Da Vinci, Einstein, Galileo, Russell, Bernard Shaw, Churchill, are mostly pioneers who dare to explore the unknown.

In fact, they are just as ordinary as ordinary people in many respects, the only difference is that they dare to take the road that ordinary people dare not take.

Another Renaissance figure, Schweitzer, once said: “Nothing in man is

made me feel unfamiliar.

“If you have full confidence in your ability to carry out any activity, then you can actually succeed. Once you dare to explore those unfamiliar territories, it is possible to actually experience all the joys of the world. People can only re-open with new eyes. Look at yourself, open the window of your soul, and try activities that you have always thought beyond your reach; otherwise, you will only repeat the same activities in a fixed way until the end of your life. The greatness of great men is often reflected in the way they explore. Quality and the courage to explore the unknown. (4) Self-transcendence Regardless of age, self-transcendence, the most important thing is to implement it. Some people know that they need to surpass themselves, but they are afraid of failure, so they procrastinate and refuse to take it. The most critical steps. Of course, surpassing yourself is not easy, the key lies in perseverance and perseverance. In fact, a long life is the track of self-transcendence. In life, the biggest enemy is not necessarily outside, but may be ourselves. The limits that people often encounter in life can be divided into three levels: self-limit, conventional limit, and death limit. Self-limit refers to the limit set by oneself. In fact, most people have two creative peaks: 28 Age and 55 [Case] 22 Invented calculus Newton 22 “Origin of Species” Darwin 29 Invented the phonograph and electric light Edison 30/40 proposed the law of “parity non-conservation” Li Zhengdao / Yang Zhenning 26 proposed “special relativity” Einstein has statistics to show : 61% of scientists in the world make their first inventions before the age of 25. Facts have proved that youth is not an obstacle to career success, but “borrowing youth as a reason” is an obstacle to success. Young people must have the courage to break through The limit set by oneself is constantly advancing towards higher goals. Of course, older people also have to challenge the “limit”. The second golden age of people is around 55, and there are even “standing at thirty, standing at sixty-two” In the process of work, Professor Cui Qi won the Nobel Prize in Physics. Many good ideas often have the opportunity to be implemented, or some small-scale attempts, and achieve certain results. But sometimes it feels impossible to carry out the results in a comprehensive way to achieve more effective progress. Research shows that this is not our ability to do things Weak, not strong enough willpower, or not thinking holistically, it comes from the “mental model”. So learning how to spread out our mental model and reflect on it and improve it helps us to do things faster and better Good. So, a person who is constantly improving his mental model will be more effective at doing things. (

1) The connotation of mental model Mental model is a concept in cognitive psychology, which refers to many assumptions, prejudices and impressions that are deeply entrenched in people’s minds and affect people’s understanding of the world around them and their actions, which are stereotyped reflections of thoughts.

Mental models not only determine how we perceive the world, but also influence how we act.

A mental model is a mindset, and the mindset we’re talking about here is not a pejorative term, but refers to the way we perceive things and our habits.

Different mental models lead to different behaviors.

When our mental model is consistent with the development of cognitive things, we can effectively guide our actions; on the contrary, when our mental model does not match the development of cognitive things, our good ideas will not be realized.

So, we have to keep the scientific part of the mental model and correct the unscientific part in order to achieve good results.

In the organization, the mental model has many aspects, and the inspection of the mental model is an important tool for the learning organization.

Organizational behavior theory argues that anthropomorphic collective thinking or organizational mental models also exist in organizations.

The mental model of an organization has two main characteristics: on the one hand it is a mental model, and on the other hand it exists in the group and affects the members of the group.

(2) Characteristics of mental models (1) Deep-rooted and deeply rooted in people’s hearts (2) Hard to be found, most people feel good about themselves (3) Everyone’s mental model must be flawed Mental model is accompanied by a person The impressions and assumptions formed in the mind of the things experienced during the growth process are the mental models, so the mental models are closely related to the personal growth environment.

In addition, personality is also an important factor affecting mental models. “The country is easy to change, but the nature is difficult to change.” It is difficult to change personality.

The characteristics of environment and character determine such characteristics of mental models: deeply ingrained, deeply rooted in the hearts of the people who published the “Communist Manifesto” Marx/Engels on 30/28.

It is a relatively fixed and difficult to change impression in people’s minds.

The key problem with the mental model is that it is hard to find, people always feel good about themselves and don’t realize that his mental model may be lacking.

In fact, “gold is not pure, and no one is perfect.” There are always some deficiencies in everyone’s mental model.

2. How to improve the mental model To improve the mental model is to examine one’s own mental model and deny and discard the old mental model.

This practice requires business leaders and employees to see the world with new eyes.

Peter Senge believes: “Mental models are images, assumptions and stories that are deeply rooted in our minds. Just as a piece of glass subtly distorts our vision, mental models also determine our perception of the world.

the opinion of.

The core task of this practice is to help us see the glass in front of us and create a new mental model that suits us.

“Generally, large enterprises that have achieved a dominant position after years of development often breed a unique thinking mode: the 3C mode, namely: complacency, conservatism, and conceit. Existence, the mental model of the enterprise is greatly strengthened, the way to improve the mental model is cut off, and the development of the enterprise will encounter difficulties. Therefore, it becomes a new perspective to analyze the diseases of large companies from the perspective of the mental model. The long-term development of enterprises is very important, and the era of knowledge economy requires us to understand the improvement of mental models at a higher level. In a sense, the era of knowledge economy is a new era of accelerating the improvement of mental models. Reflection on Mental Models and Inquiry into the Mental Models of Others In this process, we can use the skills of reflection to slow down the thinking process and make us more It is easy to discover our own mental model and how it affects our actions. The standard of effective expression is that the other party can understand it correctly. Only by opening up can we accommodate and accept the views of others. “Self-transcendence” emphasizes the healthy development of the individual, while ” “Improving the mental model” is a process from individual behavior to collective openness and communication in the form of openness and communication. Therefore, only by revealing one’s own mental model can one improve one’s own mental model. When interacting with others face-to-face, especially when dealing with complex and conflicting issues, we can use the method of “mutual inquiry”, which can produce the best results. Mutual inquiry means that everyone expresses their own thinking clearly. , and accept everyone’s test. When a person can bravely reveal his own mental model, he will first state his views and reasons, and sincerely invite members of the group to examine his own mental model. In a harmonious atmosphere, each employee in the group will open up their hearts and inquire about each other’s views in depth, and then discover new ideas, thereby creating innovation. When practicing the practice of “mutual inquiry”, you should keep the following principles in mind: Make your inferences explicit. (For example, state the basis for your idea.) Encourage others to explore

your thoughts.

(eg “Do you see any holes in my reasoning?”) Encourage others to offer different ideas.

(Example: “Do you have a different basis or conclusion for this idea?”) Actively probe deeply into other people’s ideas that are different from your own.

(For example, “How do you think?”, “How did you come up with such an idea?”, “Do you have any basis for this idea that is different from what I have?”) Anyone who is willing to admit the flaws in their thinking must correct their mistakes A person who is a good person can express his views sincerely, and can also get sincere help from others, so that he can continue to learn and surpass himself.

(2) The “Three Requirements” of the Mental Model of Successful People Learn to communicate and practice 3Q1, and cultivate tolerance. Managers must have the attitude of a leader in order to exert their influence on their subordinates.

The so-called tolerance is the tolerance of the leader to the shortcomings of the subordinates.

The size of the leadership is closely related to the size of the enterprise.

As the saying goes, “a foot is short, an inch is long”, leaders and people should not only be good at exerting their strengths, but also tolerate their shortcomings.

The ancients said: When the water is clear, there will be no fish, and if the people are perfect, there will be no disciples.

Leaders who see too clearly the shortcomings of their subordinates will inevitably pay more attention to their work, while covering up many of their subordinates’ advantages.

In this way, the subordinates’ enthusiasm for work is bound to be hit, which is very detrimental to the development of the organization.

In the process of employing people, leaders should never forget that the purpose of employing people is for the development of their careers, not to make themselves pleasing to the eye.

2. Learn to communicate The well-known leadership behavior research expert Mintzberg found through on-site follow-up research that managers’ verbal activities (including written) when implementing management activities are far more than other activities.

A competent manager must spend more time in information exchange activities such as disseminating information, negotiating, discouraging, motivating, etc. than in other activities.

Psychologist Howard Gardner argued in his 1995 book “Leading Minds” that “the core of leadership is the effective communication of stories”.

In his tests of some well-known and unknown managers, he found that most of the well-known managers discovered themselves as children with a special talent for storytelling, “Many of them have the ability to persuade others. Gifted, either through eloquent eloquence or through rigorous written words, to articulate their goals.”

Learning to understand, to listen attentively, to ask questions effectively, to speak with passion, and other communication skills have become a must for managers to be competent at their jobs.

It is critical to the success of a manager’s personal career and even to the efficient functioning of an organization.

through communication, and only through communication

Only through communication can managers communicate their ideals to employees, so that employees can understand the organization’s future goals, that is, the organization’s vision.

Many research results show that: managers create a common ideal, and through effective communication, the members of the organization reach a consensus and form the vision of the organization. For enterprises, it can be said to be more powerful. It will not only enhance the motivation of employees, but also make employees more powerful. High expectations and strong emotional attachment to the organization.

The point of learning to communicate is to remember: the responsibility for communicating is 100% your own.

3. Cultivation 3Q3Q refers to IQ, emotional EQ and adversity quotient AQ.

The cultivation of IQ is mainly to improve knowledge and water. IQ is an index of human success, but it is not the most important, nor is it the only success index.

Modern management science and talent science research show that the most important index of human success is people’s emotional quotient – emotional intelligence.

Emotional intelligence is a kind of spiritual power, a kind of self-cultivation, a kind of character factor, and therefore an important force that promotes the success of a person’s career.

Research shows that emotional intelligence is intrinsically inextricably linked to leadership and performance.

Studying emotional intelligence, controlling emotions, and cultivating emotional intelligence are of great significance for improving leadership qualities and doing management work well.

Emotional intelligence refers to a person’s comprehensive psychological ability, including five aspects of ability: the ability to understand one’s own emotions, the ability to manage one’s own emotions, the ability to control one’s own emotions, the ability to understand other people’s emotions , which is what we call the frustration quotient.

When faced with adversity or setbacks, different people have different reactions. People with high adversity quotient do not back down when faced with adversity. They regard adversity as a driving force to motivate themselves to move forward, and maximize their potential to overcome difficulties and achieve Success; people with low quotient in adversity are frustrated or angry with others in the face of difficulties, and they are defeated.

Research has confirmed that the higher a person’s adversity quotient is, the better it is to turn a crisis into a turning point.

Adversity quotient was proposed by American scholar Paul Stotts.

It is both a predictor of who will succeed and a quantitative indicator of each person’s psychological quality of ability to face and overcome adversity.

The adversity quotient theory proposed by Stotts divides people’s attitude towards adversity into three levels: retreating in spite of difficulties; giving up halfway; climbing.

Self-transcendence needs to be cultivated to reach the level of climbing, that is, to go forward without fear of difficulties.

Section 3 Learning Organization Five Practices 3: Establishing a Shared Vision 1. The meaning and elements of a shared vision (1) The meaning and significance of a shared vision Many people are familiar with vision,

To reach a consensus and form the vision of the organization, it can be said to be more powerful for the enterprise. It will not only enhance the motivation of employees, but also make employees full of expectations for the organization and have a strong emotional attachment.