In his book The Fifth Discipline, Peter Senge presents a key concept: "I am my position." This idea underscores a common mindset observed in organizational environments, especially significant for individuals with learning disabilities whose conventional cognitive functions may be limited. Let's explore how this concept can be applied in a work setting to promote inclusivity and support individuals with diverse learning needs.
“I AM MY POSITION” – With this disability, people in the organization are just too caught up in their roles and tasks, which means they're not seeing the whole picture and working together as a team.
Peter Senge illustrated this incapacity:
When asked what they do for a living, most people describe the tasks they perform every day, not the purpose of the greater enterprise in which they take part. Most see themselves within a system over which they have little or no influence. They do their job, put in their time, and try to cope with the forces outside of their control. Consequently, they tend to see their responsibilities as limited to the boundaries of their position.
"I AM MY POSITION" implies that individuals strongly connect their identity with their roles or positions within a company. They determine their self-esteem and self-identity based on their job titles, duties, and the power linked to their positions. This way of thinking can result in inflexible thought patterns and a lack of adaptability, as individuals may resist change or different viewpoints that question their established roles.
Understanding that a learning disability doesn't define one's worth or capabilities is vital. Shifting from the belief of "I am my role" allows individuals to focus on their strengths, interests, and potential for growth. This shift promotes greater openness to learning, collaboration, and innovation, benefiting both the individual and the organization.
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