Perhaps there lays a solution to the objections to LO: the context of the LO concept consists of assumptions and misunderstandings. We learn by making mistakes - a mistake being an assumption proven wrong, a misunderstanding of a situation. However, this creates tension and tension must be resolved - usually using an action-reaction. Listen.
(I hope this can be received by every one).
 

What was thought (i think)	What was said
We learn by making mistakes but does an organisation do so?	Me: "Does a LO learn by trial and error?"
Not while I'm in charge! Things have to look good on my resume.	My director: "Well, of course, in our organizations making mistakes and errors is encouraged"
Visioning is one of the disciplines and a good starting point	Me: "So you would allow us a computer supported meeting of our department to create a common vision?"
I do have a budget for innovative solution and it would be a waste not to use is. Beside, i think the Vice President will like such a soft approach.	"Off course"
Better safe then sorry, he must realize that commitment is essential	Me: "And would this mean that we may implement the most important suggestions from this meeting.?"
Perhaps it will prove to be cost - effective, we have to get to our target and when they are committed to their own solutions, the better it will be.	"Off course"
Better to confront it now, he'll never allow it, i know	Me: "Even when you think that would be a mistake?"
With the exception of unrealistic proposals, he'll know that. And if he is so capable the proposals will be realistic, within budget. Or else...	"Well, who do you take me for?"
That way he has to become committed, no escape	Me: "Ok, and i expect you to join. I use a computer based system and everybody will be equal"
I can always go away early or manage important business by phone	"Off course, when my agenda allows it, please schedule the meeting on one of my free mornings"