Personal Learning Disability-The Enemy is Out There disability

Impact of Disability on Performance

One of the disabilities discussed by Senge is “The Enemy is Out There” disability. Senge (2006) asserts that individuals often fail to recognize how their activities go beyond the confines of a certain position, and when those actions have unfavorable effects on an individual, that individual makes the false assumption that issues are the result of outside forces. The main impact that this disability can have on my performance is promoting poor performance. In this case, poor performance might be encouraged by not holding myself accountable but instead blaming someone or something else. For example, if an organization introduces new technology, I may blame my poor performance on the new technology by arguing that I do not have proper training on how to use the new technology or I need more time to learn how to use the technology.

Actions To Improve in this Area

One of the actions I can take to improve in this area is looking for a work environment that offers employees autonomy so that I can learn to be accountable for my actions. According to Johannsen & Zak (2020), accountability improves employee performance by promoting ownership of the outcomes of their actions. Therefore, I may be more committed to completing the assigned tasks effectively when granted autonomy because there will be no one to blame when I make mistakes. The second action that I can take is to adopt a learning mindset. Adopting a learning mindset might help me eliminate the “The Enemy is Out There” disability because I will embrace my mistakes and consider them part of the learning process by learning from them to improve my performance. The third action I can take is accepting constructive feedback when I make mistakes rather than rushing to defend myself. According to Omer & Abdularhim (2017), constructive feedback promotes learning and motivates a person to learn. Therefore, accepting constructive feedback might eliminate the “The Enemy is Out There” disability by eliminating the need to blame others when mistakes occur and encouraging me to use the feedback to understand my mistakes and how to avoid them.

References

Johannsen, R., & Zak, P. J. (2020a). Autonomy raises productivity: An Experiment Measuring Neurophysiology. Frontiers in Psychology, 11. https://doi.org/10.3389/fpsyg.2020.00963

Omer, A. A., & Abdularhim, M. (2017). The criteria of constructive feedback: The feedback that counts. Journal of Health Specialties, 5(1), 45. https://doi.org/10.4103/2468-6360.198798

Senge, P. M. (2006). The fifth discipline: The Art and Practice of the Learning Organization. Doubleday.

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Question

Unit 2 DB: Personal Learning DisabilityUnit 2 DB: Personal Learning Disability
This week, we learned about Senge’s seven learning disabilities. Describe one disability and how it may impact your performance. What three actions can you take to improve in this area? Include how these actions might eliminate the learning disability.