[1] The five disciplines of what the book refers to as a "learning organization" discussed in the book are: Senge describes extensively the role of what he refers to as "mental models," which he says are integral in order to "focus on the openness needed to unearth shortcomings" in perceptions.

The book also focuses on "team learning" with the goal of developing "the skills of groups of people to look for the larger picture beyond individual perspectives."

At its core, learning organizations build great teams – the trust, the relationships, the acceptance, the synergy, and the results that they achieve.

Over time, as people start to see and experience the world differently, new beliefs and assumptions begin to form, which enables further development of skills and capabilities.

Without theory, methods, and tools, people cannot develop the new skills and capabilities required for deep learning.

In 1997, Harvard Business Review identified The Fifth Discipline as one of the seminal management books of the previous 75 years.