144 Quotes by Peter Senge

Knowledge is constructed, not transferred.

Perhaps for the first time in history, human-kind has the capacity to create far more information than anyone can absorb; to foster far greater interdependency than anyone can manage, and to accelerate change far faster than anyone’s ability to keep pace.

Small changes can produce big results – but the areas of highest leverage are often the least obvious.

Teams, not individuals, are the fundamental learning unit in modern organizations. This is where the “rubber stamp meets the road”; unless teams can learn, the organization cannot learn.

When I look at efforts to create change in big companies over the past 10 years, I have to say that there’s enough evidence of success to say that change is possible – and enough evidence of failure to say that it isn’t likely. Both of those lessons are important.

The organizations that will truly excel in the future will be the organizations that discover how to tap people’s commitment and capacity to learn at all levels in an organization.

A unique relationship develops among team members who enter into dialogue regularly. They develop a deep trust that cannot help but carry over to discussions. They develop a richer understanding of the uniqueness of each person’s point of view.

Yet, most every corporate effort to graft this truly innovative practices into their culture has failed because, again and again, people reduce the living practice of AAR’s to a sterile technique.

Most leadership strategies are doomed to failure from the outset. As people have been noting for years, the majority of strategic initiatives that are driven from the top are marginally effective – at best.