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A key component of the learning organization is a widespread understanding of the concept of mental models and of how they affect our interpersonal communication and understanding. This brief presentation is intended to introduce mental models. It describes how they develop and what it means to LEARN at the level of our mental maps.
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Slumber Pillow
Dream Night
Bed Blanket
Quiet Pajamas
Nap Snooze
Look at the words in the box.
Now write down on a piece of paper as many of the words in the box that you can remember.
Our minds tend to categorize things and then squeeze what we see into our categories.
Triangles
Triangles
Circles
Circles
Our categories begin to organize themselves into systems.
Our categories begin to organize themselves into systems.
Our systems begin to organize themselves into ideologies.
Goodness
Wealth
Goodness
Wealth
Goodness How these two are connected
Learning at the level of our mental models is categorically different from everyday learning.
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Assumptions
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• Teach your staff to recognize their own mental maps.
• Teach your staff to recognize their own mental maps.
• Develop a culture of psychological safety where people feel free to expose their mental maps.
• Teach your staff to recognize their own mental maps.
• Develop a culture of psychological safety where people feel free to expose their mental maps.
• As a leader, be willing to set the example.
“Get your model out there where it can be shot at. Invite others to challenge your assumptions and add their own. Instead of becoming a champion for one possible explanation or hypothesis or model, collect as many as possible.” Donella Meadows, "Dancing With Systems: What to Do When Systems Resist Change," 2001; available from http://www.wholeearthmag.com/ArticleBin/447.html
Sources
Denzau, A. T. and North, D. C. (September 8, 1993). Shared mental models: Ideologies & institutions. Washington University: Center for the Study of Political Economy. Accessed September 23, 2006 from http://129.3.20.41/eps/eh/papers/9309/9309003.pdf
Pfeffer, J. (2005) Changing mental models: HR's most important task. Human Resource Management 44(2), 123-128. Retrieved September 24, 2006, from Wiley InterScience
Richards, D. (2001) Coordination & shared mental models. Journal of Political Science 45(2), 259-276. Retrieved October 4, 2006, from Academic Search Premier, EBSCOhost
Senge, P. M. (2006). The fifth discipline: The art & practice of the learning organization (Revised ed.). New York: Currency/Doubleday. (Original work published 1996).
Argyris, C. & Schön, D. A. (1996). Organizational learning II: Theory, method, & practice.
Reading, MA: Addison-Wesley.
Kim, D. H. (1993) The link between individual & organizational learning. Sloan Management Review 35(1), 37-50. Retrieved August 10, 2006, from ABI/Inform Global
