Every company has problems. Therefore, the average lifespan of a large industrial company is 40 years. Some are learning disabilities where companies are not willing to learn from their mistakes. Insist on doing the same thing every time. Even if problems arise, no investigation into the cause of the problem. The problem is embarrassing to be swept under the carpet and not as an opportunity to learn to forget. Dealing with these difficulties and disabilities isManagement team. Below is a quote from Peter Senge's book, "The Fifth Discipline – the art and practice of the learning organization." Sounds like your company? If you do not start worrying!

The myth of the management team

Standing with us in the struggle with these problems and disabilities, "the management team," the gathering of experts, experienced managers who represent the organization of functions and disciplines.Together they are here, the complex cross-functional problems associated with the organization of vital importance. What we really trust the management team usually can learn to overcome these problems?
Too often, teams in business tend to spend their time to fight for the grass, avoiding anything that she would one bad person, and pretending that everyone on the team a collective strategy – maintaining the appearance of a cohesive team. ToHolding down the framework, try squelch disagreement, people with serious concerns not reflected in public, and joint decision-diluted compromises that everyone can live with or be imposed on a person in the group reflects. If there are disagreements, it is usually expressed in a way that the debt polarized opinion and not to differences in assumptions and experience to the team as a whole couldlearn.

"Most of the management team to break under pressure," writes Chris Argyris of Harvard University – a student learning in management teams. "The team can work very well with the usual questions. But if the complex problems that are painful or threatening seems to go "go team ness pot '."

Argyris argues that most managers threatened teams looking to nature. School trains us never to admit that we do not know 'sTo strengthen the response, and most companies, the lesson of overcoming reward those who act for their opinion, not to ask. (When was the last time anyone in your organization for raising difficult questions about the current policies of the company and not as the solution of urgent problems? Assigned) Even though we feel uncertain or ignorant, we learn to hit us of pain or uncertain to protect the ignorant. It was very isolated process of a new systemcould threaten us. The consequence is what Argyris calls 'skilled incompetence' – teams full of people who are incredibly empowered to support themselves to learn.

So how is your company stack up? If your business is what Senge as "learning organization", so there is no need to describe protection of the lawn, disagreed with the need for a compromise, you do not need to know to manage everything. In a learning organization, awareness that staff concerned and any memberthe management team to support than the other. They know that everyone wins when the team works well, and they know that it is not just another name for the opportunity to learn.

Would not you like to work in a company where your opinion counts and where your a difference in the success of the company can make? If there is no need to pretend to do, or pretend to know everything. How can I become a learning organization? It begins with the creation of learningIndividuals in the study groups, who then stepped into an organization that learns.

Through a process facilitated effective team members learn to work together, learn from their mistakes and constantly challenge their assumptions about reality. Above all, work together as a team to solve problems and improve results.

A learning organization is possible!