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I need six 90 word responses to my classmates posts listed below. Respond as if

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I need six 90 word responses to my classmates posts listed below. Respond as if you are a classmate writing to another classmate. I need 1 source per response. 1. Esther I believe that the first step to introducing systems thinking is to make it as easy as possible to understand. This is important, because if people are confused on what something is, then they will not buy into that process. If the people do not buy into the process, then there is no commitment to make it work. “At its broadest level, systems thinking encompasses a large and fairly amorphous body of methods, tools, and principles, all oriented to looking at the interrelatedness of forces, and seeing them as part of a common process” (Senge, et al., 1994, p. 89). Once they understand the what and why, then it is easier to introduce a vision of where the organization should go next. The vision would set a course for this new path.
There are online resources that could be helpful. There is something calling a learning management system (LMS) that emerged directly from e-Learning. It “… is a software application that provides the framework that handles all aspects of the learning process – it’s where you house, deliver, and track your training content” (Share Knowledge, 2020). This can assist in training employees whatever you would like. It could be tailored to explore systems thinking by training employees to change their mental mode and learn to think from a different perspective.
One specific tool that I believe would help explore systems thinking is the Five Whys’ Perspective. This is “An alternative method for telling your story, by hunting backward for the root cause of pernicious, recurring problems” (Senge, et al., 1994, p. 109). You follow a problem backwards and ask “why” at each step. I believe that this would help people explore systems thinking, because it forces them to see how things are interrelated. You see how there are additional effects of each problem, and that you have to dig deep to find the true root cause to fix that problem permanently. I believe in my workplace this could be used on a lot of issues. For example, we deal with pilots on a regular basis, and there are lot of services that we provide them. This is one of our main functions, and there are many things that can go wrong. There are many steps that go into it, and I think it could be easily used to solve problems for anything related to this. For example, if we are constantly receiving complaints on our process of retrieving and passing along information, we could start with the pilot then work backwards to our controler and so forth.
Share Knowledge. (2020). What is a Learning Management System? And Why Do I Need One? Retrieved from
Senge, P., Kleiner, A., Roberts, C., Ross, R. B., & Smith, B. J. (1994). The Fifth Discipline Fieldbook: Strategies and Tools For Building a Learning Organization. Doubleday.
I believe the best way for me to introduce systems thinking into my organization is to compose a team of the right individuals and talk through the process. Specifically, I would bring in highly motivated people from different sections across my organization and sit down with some whiteboards and markers and talk through the issue or issues my organization needs to focus on. The Fieldbook claims that the very essence of systems thinking incorporates “interdependencies and the need for collaboration”. (Senge, Kleiner, Roberts, Ross, & Smith, 1994). The key to my approach is bringing in individuals that have different perspectives as me or even actual enemies. Senge, et al, suggests this by declaring, “it may become necessary to bring in new members—particularly people who were once seen as enemies, but are now obviously players on the same side in the same game” (Senge, Kleiner, Roberts, Ross, & Smith, 1994).
One tool I would use to encourage systems thinking is The Five Whys. As previously mentioned I would bring a diverse team into a conference room with a whiteboard and markers. The initial step would be to define ‘where’ to start by asking the group the first question: why does the problem exist? I would follow that up by writing all the answers on the marker board leaving room to expand on the responses. I will continue the process for each answer until I can define a limited few systemic sources. The key is keeping the group focused, despite any tension, without limiting the brainstorming session. This is a great way to get at the true root causes because of the diversity of the people I bring into this group.
A good on-line resource that might be helpful is MindTools ( which talks about the 5 Whys and getting to the root of a problem quickly. There is a user-friendly video that details the process and the website also details the origins of the technique that dates back to the 1930s in Japan.
The Army is fairly well known for its “silos” and having a rigid hierarchy. Traditionally the Army follows its strict chain of command and rank structure. I would deliberately break down those barriers by bringing in a diverse team to discuss the issues in-depth without letting rank silence some of the more junior Soldiers that frequently offer up unique perspectives.
Senge, M. P., Kleiner, A., Roberts, C., Ross, R. B., & Smith, B. J. (1994). The Fifth Discipline Fieldbook. New York: Doubleday.
Mind Tools. (n.d.). Mind Tools. Retrieved January 17, 2021, from Mind Tools:
3. Tim Have you heard of the “butterfly effect” or seen Ashton Kutcher’s most nuanced performance in the movie with the matching title? If a butterfly flaps its wings in Madagascar, the ripple effect will cause a hurricane on the other side of the world or something like that. The butterfly effect is what helps me to understand Senge’s idea of systems thinking. Senge explains, “Systems thinking is a conceptual framework, a body of knowledge and tools that has been developed over the past fifty years, to make the full patterns clearer, and to help us see how to change them effectively” (Senge, 1994, p. 10). The fabric that binds our workgroup, department, organization, family, or social circle is systems thinking, which produce unforeseen consequences of those relationships over time.
If I were to introduce systems thinking to my organization, I would explain it as the methods utilized to see the broad picture of one’s own decisions. Or, as the adage explains, to see the forest through the trees. Some ideas described in the Fieldbook that resonated strongly with me are understanding Casual-Loop and process map thinking. Many online resources do a deep dive into systems thinking and provide online workshops such as or, which has clear system thinkers’ clear strategies and behaviors.
In my workplace, I would approach this by attempting to change the mindset of the individual first. By encouraging team members to be self-aware in their decision making asking themselves what the first, second, and third-order effects of their decisions may be. Be asking those within the organization to think that this will challenge the rigid systems and silos within the organization. Senge explains, “At the most basic level, people often complain about “silos” or rigid hierarchy in organizations. Breaking down silos is difficult. All too often, organizations apply Band-Aid measures—adding expediters, liaisons, or customer advocates, and expecting
them to provide “links” that somehow should cohere an otherwise incoherent
system” (Senge, 2006, p. 508). The rigid silos cause the organization to stiffen its analysis into a simple cause and effect method. The silos will stifle systems thinking due to the complex nature of connections and interdependencies. To better help people see their interdependencies, the team members must understand the cause and effect or casual-loop dependencies and process map thinking.
Systems thinking is a simple idea which an intricate working knowledge of strategies implements within an organization. However, I am not deterred. I think Senge’s concepts and tools will help me and my organization see the forest and not the trees in front of them.
Senge, P. (1994). Fifth discipline fieldbook: Strategies and tools for building a learning organization. Place of publication not identified: Nicholas Brearley Pub.
Senge, P. M. (2006). The fifth discipline: The art and practice of the learning organization. New York, NY: Doubleday/Currency.

Tools and Strategies

4. Esther A mission statement and vision statement are important in an organization, because it is what gives purpose and goals for its employees. How I remember the difference between the two is that a mission statement is now, and a vision statement is later. What I mean by that is that a mission statement focuses on what and how they do things now to reach their goals. Senge, et al., (1994) explains that a mission “…represents the fundamental reason for the organization’s existence” (p. 303). Vision statements focus on future goals and where they see the organization down the line. Senge, et al., (1994) explains that “A vision is a picture of the future you seek to create, described in the present tense, as if it were happening now” (p. 302). Both are important, but an organization needs both to continue moving forward.
The Franklin Covey website has a worksheet you can fill out to help you build a mission statement. It breaks it down into personal, family, team, and your values categories. They ask a series of simple questions and assist in finding the right words to create a mission statement. The Leaders Institute offers a similar concept, but with the vision statement. It also breaks down the importance of setting a vision statement.
Franklin Covey. (n.d.). Live With Purpose. Retrieved from
Senge, P., Kleiner, A., Roberts, C., Ross, R. B., & Smith, B. J. (1994). The Fifth Discipline Fieldbook: Strategies and Tools For Building a Learning Organization. Doubleday.
The Leaders Institute. (2020). Personal Vision Statement-Personal Vision Statement Generator. Retrieved from
5. David I had a hard time thinking through how I would explain the difference or distinguish between a personal mission statement and a personal vision statement. I did some additional, research outside of this week’s assigned reading, and found a simple explanation. I found this quote that really cleared it up for me: “a mission statement describes the way in which you live your life, a vision statement describes how and where you picture yourself in the future” (Destiny’s Odyssey). Essentially one (the mission statement) describes the current and the other (vision statement) describes the future.
According to Maschke, personal purpose statements are declarative sentences that summarize a specific topic and goals. He went on to say:
A purpose statement documents the fundamental reason for your existence from a business perspective. It is the motivational force that drives what you do. Purpose goes deeper and will outlast the product you are selling or a business goal you are striving to achieve. In essence, it is your corporate reason for being; why you do what you do. (Maschke, 2013)
A personal purpose statement is about who you are and what you are made of. It helps define you and how people see your character.
A personal vision statement, as previously stated, is about what you are working towards, it is about the future. The Balance Careers Website, an excellent resource that might help others understand and develop their purpose and vision, stated that “your personal vision statement guides your life and provides the direction necessary to chart the course of your days and the choices you make about your career, life, and family” (Heathfield, 2019)
A great example of a vision statement that I learned about a few years ago came from Oprah Winfrey. After creating OWN, the Oprah Winfrey Network, she gave a speech where she announced her vision statement: “To be a teacher. And to be known for inspiring my students to be more than they thought they could be” (Vozza, 2014). As a leader in the Army, I found that to be a great vision statement References
Destiny’s Odyssey. (n.d.). Destiny’s Odyssey. Retrieved January 16, 2021, from
Heathfield, S. M. (2019, December 28). The Balance Careers. Retrieved from
Maschke, K. (2013). Finding Purpose with a Purpose Statement. Leadership and Management in Engineering, 13(4), 295-298.
Vozza, S. (2014, February 25). Retrieved from Fast Company:
6. Tim Does anybody have it figured out both professionally and personally? I would argue that very few can honestly say that they have found true professional or personal enlightenment. That’s why Senge’s ideas on personal mastery are so intriguing to me. Senge explains personal mastery as a “special level of proficiency. A master craftsman doesn’t dominate pottery or weaving. People with a high level of personal mastery are able to consistently realize the results that matter most deeply to them— in effect, they approach their life as an artist would approach a work of art.” (Senge, 2006, p. 10). If you’re like me and haven’t figured it out, understanding personal mastery will only better yourself and help you achieve goals.
A personal purpose statement can be easily confused with a personal vision statement. A YouTuber by the name of Jeremey Couch does a great job of explaining both statements core ideology. Couch explains that personal purpose statement is an individual’s statement of why they exist in a given environment. A personal purpose statement should sound like “I exist to…” fill in the blank (2013). However, it is not that simple, developing. Personal purpose statement requires some deep reflection as to why an individual exists. He goes onto explain that the Personal purpose statement is the “why.”
A personal purpose statement is the “why,” A personal vision statement is the “where.” Couch describes personal vision as the long-term vision for where the individual is going (2013). The personal vision statement must coincide with personal purpose statement. Couch explains that a personal vision statement must address the goals, legacy, and big picture for that person’s ideology. The personal vision statement does not address the short term but is enduring for that individual’s existence.
How many of your colleagues have developed a personal purpose and vision statement? I would venture to guess to not many. Having a personal purpose and vision statement will set you apart from your peers and enhance your personal mastery. Knowing the why and the where will help guide your decision making both personally and professionally.
Senge, P. M. (2006). The fifth discipline: The art and practice of the learning organization. New York, NY: Doubleday/Currency.
Couch, J. (2013, September 16). Developing Your Personal Purpose Statement. Retrieved January 18, 2021, from
Couch, J. (2013, September 17). What Is Your Personal Vision Statement? Retrieved January 18, 2021, from

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