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The PLC process aims to be a reflective process where both individual and community growth is achieved, connected with the school's shared vision for learning. In his book The Fifth Discipline , Peter Senge commented on the importance of building shared vision:
The development of a shared vision is important in motivating the staff to learn, as it creates a common identity that provides focus and energy for learning. [6] The most successful visions build on the individual visions of the employees at all levels of the organization, [ 10 ] thus the creation of a shared vision can be hindered by ...
The Fifth Discipline: The Art and Practice of the Learning Organization is a book by Peter Senge (a senior lecturer at MIT) focusing on group problem solving using the systems thinking method in order to convert companies into learning organizations that learn to create results that matter as an organization.
Early effective schools researchers attempted to locate schools that were successful in educating students of all backgrounds, regardless of socio-economic status or family background. Such schools were found in varying locations and communities, and researchers tried to isolate which philosophies, policies, and practices those schools had in ...
Strategic planning is both the impetus for and result of critical thinking, optimization, and motivation for the growth and development of organizations. The core disciplines, which are inherent in systems thinking, personal and organizational mastery, mental models, building a shared vision, and team learning. In a time of machine learning and ...
My mom walked into her high school graduation pregnant with twins, and my dad was a young U.S. Marine at the time, during the Vietnam era. ... shared mission, shared purpose, shared vision, and ...
They're here for a group sauna and ice bath experience aptly dubbed "Hardwiring Happiness," which blends longevity-enhancing therapies like hot and cold immersion with the power of shared experience.
A clear vision of the firm's new strategy, shared values and behaviors provides direction for the culture change. [68] Display top-management commitment (stage 4). Culture change must be managed from the top of the organization, as senior management's willingness to change is an important indicator. [68]