Peter Senge

Peter Senge

Peter Senge was the Director of the Center for Organizational Learning at the MIT Sloan School of Management, and is presently on the faculty at MIT. He is the founding chair of SoL, the Society for Organizational Learning, a global community of corporations, researchers and consultants dedicated to the interdependent development of people and their institutions. He has lectured throughout the world, translating the abstract ideas of systems theory into tools for better understanding of economic and organisational change.

Peter Senge received a B.S. in engineering from Stanford University, an M.S. in social systems modelling and a Ph.D. in management from MIT. He has written many articles published in both academic journals and the business press on systems thinking in management. The Journal of Business Strategy named Dr. Senge as one of the 24 people who had the greatest influence on business strategy over the last 100 years.

Peter’s work articulates a cornerstone position of human values in the workplace; namely, that vision, purpose, reflection and systems thinking are essential if organisations are to realise their potentials. He has worked extensively with leaders in business, education, health care and government.

Peter Senge is an excellent communicator whose rich presentations on the theories behind organisational change make him one of the most sought-after speakers and one of the world’s top management gurus.

Who is Peter Senge?

There are many people who offer their take on the world via a series of talks, but some of these talks can be formulaic in their approach, would mean the information doesn’t entice people to work in a different way or change their approach as to how a business should be managed.

Peter Senge is an American systems scientist. As well as being the founder of the Society for Organisation Learning, he is also a senior lecturer at the MIT Sloan School of Management.

Born in Stanford, CA Peter Senge obtained a B.S. in Aerospace engineering while at Stanford University, but this wasn’t his only achievement.

In 1972, Peter Senge gained an M.S. in social systems modelling, before gaining a PhD in management in 1978.

Peter Senge and Organisational Development

Organisation Development may sound like a business buzzword, but it’s something that has been around for many decades.

Based on studies carried out in the 1930s, organisational development saw that the way a business was structured could affect the productivity and mindset of employees.

The approach taken would depend on the business, but will often involve the mood of the workplace, as well as the culture.

Peter Senge became a recognised name in 1997 thanks to this book “The Fifth Discipline” which was focused on problem-solving by employing the systems thinking method.

The five disciplines laid out in the book represent approaches that need to be taken in developing core learning.

The book earned Peter Senge the title of “Strategist of the Century” by Journal of Business Strategy.

Harvard Business Review also stated that “The Fifth Discipline” was one of the most ground-breaking management books published in the last 75 years.

Peter Senge went on to release a book based on the same principles but focused on those who wanted to ensure that a yearning to learn was reintroduced into the classroom.

People who work with children will want them to do their best but can find some efforts are thwarted because the approach of the institution isn’t aligned with real life, which can often be due to changes not being instilled.

The Viewpoints of Peter Senge

The reason why Peter Senge has received so much acclaim during his career can be attributed to his innovative and different way of problem-solving, which has resulted in him delivering a series of keynote speeches and interviews.

According to Peter Senge, there are four challenges facing us when trying to initiate change, which is as follows:

  • Whether there is a compelling case for change.
  • Whether there is time to change
  • There must be help available when the change takes place
  • All perceived barriers must be removed, which means that small problems that arise shouldn’t affect the concept of change.

Peter Senge sees learning organisations as groups of people who can learn new skills that allow them to reach their goals while finding others that share a similar vision.

Reluctance to change could essentially mean that a business could lose traction quickly.

Changes that could take place within the business could be limited or plentiful, such as looking at how an employee interacts with an environment, rather than the employee themselves.

This can ensure that there is more than one form of change considered, meaning that making the right choices comes to a lot easier, and faster.

Peter Senge as a Speaker

Given how popular the written word of Peter Senge has become, it should come as no surprise that he has also given a series of interviews and talks around the world.

As well as delivering a presentation at the 2012 Better by Design CEO Summit as well as being interviewed by Deborah Ancona, Direct of the MIT Leadership Centre to discuss his take on systems learning.

Peter Senge has also delivered talks for an abundance of institutions and business that are keen to learn about systems learning, gain the ability to change and ensure change is carried out in the right way.

The advice of Peter Senge is never generic, as he is always looking at the world as it changed, especially when it comes to the advancement of organisational development.

As such, the demand for Peter Senge means that he is now available for all types of talks.

If you’re looking for an inspired talk that looks at how a change of thought can make all the difference, then why not book Peter Senge for your next corporate event.