When a manager must make a decision, he or she thinks of behavior alternatives within their mental model.вЂќ This is single-loop learning.ДЇor example, if you are conducting a workshop for a group of managers on вЂњhigh involvement management,вЂќ and youвЂ™re doing this in a bureaucratic and hierarchical organization, one thing you need to acknowledge to yourself.

Henry Mitzberg (1994) says, вЂњEvery manager has a mental model of the world in which he or she acts based on experience and knowledge. Indeed, double-loop learning is not only about changing the objective, but involves questioning the assumptions about that objective, the ways of discovering and inventing new alternatives, objectives, and perceptions, as well as ways of approaching problems. Double-loop learning calls for changing the objective itself. Double-loop learning involves changing the setting on the thermostat (i.e., changing the objective of the system). Single-loop learning is about achieving a given temperatureвЂ“like a thermostat set to 68 degrees that turns up the heat whenever the temperature drops below 68 (the objective). Single-loop and double-loop learning are readily understood using the analogy of a household thermostat. Double-loop learning concerns changing the objectives themselves (i.e., вЂњdoing the right thingsвЂќ). Double-loop learning is different than single-loop learning which involves changing methods and improving efficiency to obtain established objectives (i.e., вЂњdoing things rightвЂќ).

It was created by Chris Argyris, a leading organizational trainer, in the mid-1980вЂ™s, and developed over the next decade into an effective tool.

10.12806/V1/I1/TF1 What is Double-Loop Learning?Дouble-loop learning is an educational concept and process that involves teaching people to think more deeply about their own assumptions and beliefs.

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