Systems Thinking: The Heart of the Learning Organization

In order to apply systems thinking, we have to first define what it actually is. Systems thinking is defined as viewing an organization structure or process from a holistic perspective.  This method can definitely be used when encountering certain HPT problems that can occur within an institution or organization.  Senge has done very extensive work on the use of systems’ theory and how interrelationships between individuals. He stated that in most organizations “we learn best from our experience, but we never directly experience the consequences of many of our most important decisions.” (Senge, 1990 p. 23). 

For instance, when issues or problems occur within an organization that affect the empirical aspects of human performance, then systems thinking would add a certain level of validity. The valid reason for using the systems thinking approach is the direct approach that aligns with human performance technology.   Granted, some organizations can have a vision but not strategically align their company goals with their mission. Some organizations often have a mission but not plan on how to improve the processes within their organization.  It has to start directly with making sure that the relationships are first recognized right from the start. However, the systems thinking and adaptation of the systems learning model intervention can be implemented prior a situation. 

The systems learning model consists of 6 different phases:

Phase 1: Map the problem as the participants see it.

Phase 2: Have the participants internalize the map.

Phase 3: Test the model.

Phase 4: Create solutions to the problem and simulate them to explore their possible impact through the lens of the systems learning model.

Phase 5: Implement the solutions.

Phase 6: Evaluate the impact.

(Pershing, 2006 pg. 602).

Therefore, there are many things that an organization can do to prepare for HPT problems that can occur. At Southern New Hampshire University, the systems approach can definitely help with any HPT that can occur. At times, SNHU can take the strategic or pragmatic approach depending upon the situation.  Moreover, using the systems thinking element can help the create culture and make creative risks. In addition, HPT practitioners have to facilitate organizational communications and help the challenges that can arise within the organization as well. 

Reference:

Pershing, J.A. (2006). Handbook of Human Performance Technology: Principles, Practices, and Potential (3rd ED). San Francisco, California: John Wiley & Sons Publishers, Inc.

Senge, P. (1990). The Fifth Discipline: The art and practice of the learning organization. New York: Doubleday Currency.