Double Loop Learning Report: Models, Challenges, and Applications

This report delves into the concept of double-loop learning, exploring its significance in leadership development and organizational learning. It begins with an introduction to double-loop learning, contrasting it with single-loop learning and highlighting its focus on questioning assumptions and changing objectives. The report then examines the challenges associated with Model 1, which include achieving defined goals, maximizing winning while minimizing loss, and mitigating negative feelings. It also addresses the challenges of Model 2, such as obtaining valid information, making informed choices, and effectively implementing and monitoring decisions. The report further explores the practical applications of both models, providing real-world examples. The report concludes by discussing the Action Observation Reflection model, emphasizing its role in enhancing leadership development and its application in conflict resolution within a team setting. The report provides a comprehensive analysis of double-loop learning and its implications for effective leadership and organizational success.

Running head- Double Loop Learning
Double Loop Learning

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Double Loop Learning
Introduction
Double loop learning is a process and educational concept that teaches the people to think deeply
about their beliefs and assumptions. The concept of double-loop learning was developed by
Chris Argyris, an organizational trainer in 1980s. Double loop learning is different from the
single loop learning that aims to change the methods and improve the efficiency to obtain the
desired and established objectives by doing the right things. Single loop learning is all about
achieving the target objectives while double loop learning changes the objectives itself. It does
not only involves changing the objectives but also it questions the assumption of the objectives,
the ways of inventing and discovering new alternatives, perception, objectives, and ways of
approaching problem.
Double loop learning mostly benefits the organization by changing the methods of learning.
Double loop learning has changed the ways of learning of the organizations. The main focus of
the double loop learning is to educate the leaders. One of the important objectives of the double
loop learning is to educate the leaders to influence the behaviors and thinking of the leaders to be
a more effective leader. The main aim of the double loop learning is to transform the perspective
of the world. Double loop learning can be seen as a distinctive strategy of education that contains
the high potential to shift the perceptions of the leaders.
Section1
Answer1: Challenges of Model1
The major challenges of Model1 are
 The first challenge of the model1 is to achieve the defined goals. For the success of any
organization, there is a need to define clear goals and objectives. The goal is the long-term
target of the organization that the organization wants to realize in the long run. The
objectives are the short-term targets of the company that the organization wants to achieve in
the short run. An organization has various departments such as finance department, operation
department, marketing department, information technology department, and human resource
department. All the departments have their objectives that are needed to be achieved by the

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particular department, but all the departments have single goals. The goal is the target of the
whole organization that is needed to realize by putting the effort of the entire departments of
the organization. Therefore, there is a need to define the goal of the organization. The goal of
the organization should not only be defined, but it should also be measurable and realistic to
accomplish. If the goal would not be attainable neither the organization can accomplish the
goal nor can it measure the progress of the organization. Apart from this, there are so many
obstacles in the way of achieving the desired goals such as performance of the organization
and the ability of the management to lead the employees, skills and competencies required,
the level of morale and motivation of the employees, the quality of the leader to influence the
employees and so on. That is why achieving the desired defined goal is a challenge.
 The second challenge of the model is to maximize the winning and minimize the loss. To be
a successful organization in the market, it is very important to maximize the winning and
minimize the loss. Maximize the winning means achieving as many targets as a company
can. As the organization will realize targets, it will gain more market share which is termed
as winning and the organization by doing this can maximize its profits. But if the
organization will fail to achieve the targets it will lose the market as well, and the profit
margin of the organization will drop significantly. If the organization is unable to minimize
the losing, ultimately it will be out of the market. There are various players in the market that
become the barrier in the way of maximizing the winning and force an organization to
maximize the losing and minimize the winning. Therefore, it is a big challenge to maximize
the winning and minimize the loss.
 The next challenge of the model is to minimize the negative feelings. It is very hard to digest
the truth of failure. Failure always leads to generate the negative feelings in the mind. Many
leaders or managers cannot resist the generation of negative feelings due to the failure of the
products or the services or even if they fail to achieve the target. Negative feelings can make
them pessimist, and they will be reluctant to take a risk or set a target in the same market.
Due to this, the organization will lose the market share, and hence the profit margin of the
organization will drop significantly. Therefore, it is very important to minimize the negative
feelings.
Challenges of Model2:

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The followings are the major challenges of the model2.
 Obtaining valid information is one of the biggest challenges. Organizations survey to get
insight about the products that whether it should launch the product in the market or not,
what kind of features the products should have, what would be the pricing strategy to attract
more customers, and so on. Many times information obtained through survey do not reveal
the right information and product become a failure in the market. One of the reasons for not
getting the right information is that people reluctant to communicate and provide a personal
opinion. Therefore, it is a major challenge to obtain the right kind of information.
 The other challenge of the model is to have a free and informed choice. Every organization
has various choices in front of it. Each choice of the organization is dependent on some
factors. Deciding regarding a choice needs special concentration on the factors related to the
choice. Until or unless analyzing the factors on which the choice is dependent the
organization cannot decide on the choice. If the organization has a free and informed choice
that does not need much effort the organization should implement that choice.
 The next challenge of the model is to implement the choice effectively and monitor it
constantly. Implementing any choice or decision needs much effort from the management.
To implement any choice and decision all the resources of the organization need to function
efficiently and effectively to make it successful. After implementation of choice, the next
challenge is to monitor the progress of choice. Monitoring the progress of implemented
choice also needs much consideration. If it will not be monitored the limitations or fault
closely would not be seen, and hence the consequences would be harmful.
Answer2:
Use of model1: Chris Argyris develop the model1 to inhibit the double loop learning. As we
know that model1 of double loop learning helps in controlling the environment and task of the
organization and also protect self and others as well. It dampens the inquiries and treats one's
views as correct. Model 1 provided low freedom of choice and based on the defensive
relationship. Therefore, model 1 can be used in a situation in which the importance of factual
information is negligible, and the importance of interpersonal relationship is more. If I had to use
model1, I would use it for the relationship selling technique. It will help in improving the
organizational learning process and hence help in building a relationship with the customers that

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will ultimately help in improving the rate of sale of the products. For example: if market share of
a product is not up to the mark or the product is not performing according to the expectation of
the marketers due to the lack of promotion of the product or any other issues the organization
should use model1to improve the interpersonal relationship with the customers that will
ultimately improve the rate of sale of the product.
Use of model2: Model 2 was developed by Chris Argyris to enhance the double loop learning.
Model2 can make inferences and to call upon verifiable quality data which the model 1 lacking.
Model2 is used to make an internal commitment and can make an informed choice. It also has
control over the environment and task, but it also allows participation in designing and
implementing the choices. Although model 2 has a minimal defensive relationship, it has high
freedom of choices. Model2 can be used in a situation in which the factual information is much
more important than the defensive relationship. For example, I will use this model in a situation
when a product of the organization will fail. This model is used to get the right information about
the failure of the product in the market. This model will help the organization to communicate to
the top management about the reasons for the failure of the product and guide them to stop the
production of the product or to launch the product again in the market with a new strategy.
Section2
Answer1:
The ability to learn from experience is a critical factor in leadership, and it is one of the
characteristics that vary widely across individuals. Some leaders gin maximum values from a
situation while others make the same mistake again and again.one of the biggest barriers in the
way of learning from the experience is defensive mechanism because many leaders instead of
exploring the new situation and handling the situation with a new technique or new strategy
adapt defensive mechanism. This prevents them from learning from experience. According to
David B. Peterson, some persons get one year of experience after working on a job for five years
while some others get five years of experience after working for one year on a job.
Action Observation Reflection model is a theory that shows that leadership development can be
enhanced when the experience involves these three process or the leader needs to learn these
three skills to enhance his ability to learn from experience.

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 Action
 Observation
 Reflection
Work scenario: conflict among the team members
Conflict among the team members is a critical situation that needs to be resolved immediately to
maintain the productivity of the team members and the team as a whole. Conflict among team
members reduces the performance and productivity of the members of the team and hence
creates problem or obstacle in the way of accomplishing the target. Conflict among team
members could arise due to the differences in opinion of the team member, due to the target or
objective of the team, due to the process of achieving the target, and many others. This problem
needs immediate action to resolve the problem and prevent the loss of performance and
productivity.
By using Action Observation Reflection model the problem of conflict among team members
could be solved immediately and effectively.
To solve the problem of conflict, first of all, I need to prepare myself for the resolution of the
problem. To prepare myself for the resolution I need to take some action such as,
i) Acknowledge the conflict: before resolving conflict, it needs to be acknowledged because
to solve the problem the reasons of the problem should be identified. The members of the
team are often reluctant to talk about the conflict. I need to call the entire members of the
team to have a healthy discussion on the matters of conflict.
ii) Agree to cooperate with the process to resolve the conflict: the entire team members
should agree to resolve the conflict to have a healthy and effective team with high
performance and productivity. To make them agree to solve the problem, I would agree
to cooperate with the process to solve the problem as soon as possible.
iii) Open communication: communication is a major tool to solve any problem in the
organization or out the organization. Therefore, I would try to ensure open
communication for every member of the team. Open communication will facilitate all the
team members to have a say frequently without hesitation that would be beneficial to
know the cause of the problem or conflict, and it would be easy to solve the conflict.

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The next step to resolve the conflict among team member understands the situation or observes
the situation. Once the above-stated steps have been implemented, and causes of the conflict are
known, and the entire team members are ready to solve the conflict I would again follow these
steps to observe the situation,
i) Define the position: I would define the position of every member that will show who
support the particular option, idea, and approach or every member are holding their
unique idea. This will help to identify the members who need to convince to support a
particular standard idea.
ii) In this step, I would list the assumption, belief, and facts of the entire team member to
look closely into the matter and to understand on what basis they have formulated their
belief and assumptions.
After conducting the second step, I would go for the impact of the conflict and the taken action
on the team member and the performance and productivity of the team. If reflection of the action
were appropriate and beneficial for the team and members of the team I would take the signature
of the entire team members on an agreement to resolve the conflict and work towards a common
goal or objective otherwise the entire process would be revised to find out a unique solution to
the problem.
Answer2:
Perception means organizing, identifying, and interpreting the sensory information to represent
and understand the environment. Perception of every individual differs from others. Everyone
make perception regarding anything according to his/her mindset and belief. For example, the
perception of some people regarding the blacks is that blacks are lower than white while others
have the perception regarding the same that blacks are as equal to white as white is equal to
white. The perceptions of the peoples vary according to the race, caste, community, religion,
color, activities, attitude, behavior, and so on. Perception could be bias also. My perception may
bias each step in the AOR model,
Perception and Action

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I could be biased towards poorly performing subordinates. As every manager perceive that every
subordinate will give their hundred percent and performance of every individual would be high.
If the performance of any individual would be low, I could take strict action against him. My
perception also makes me bias if I would perceive that my effort is much more than the others.
Then I would be fulfilling my expectation rather than the members of the team.
Perception and Observation
Perception and observation very much affect the attending to the event around us. The perception
of an individual regarding anything may force him to attend that or force him to leave that. If I
perceive that a particular event is not beneficial for me irrespective of the facts, I would be
biased towards the event, and I would not attend the events.
Perception and Reflection
Reflection states that how peoples interpret their observation. Perception also deals in
interpreting the meaning of the environment. I would be biased by claiming the internal factors
for the success and external factors for the failure. If any decision taken by me were a success, I
would give full credit to me, but if on the other hand the decision become a failure I would blame
the subordinates for the failure.
Motivation and performance of the followers of a leader determined by the attitude and activities
of the leader. Motivation plays an important role in achieving the goals and objectives of a
group. Motivation induces the members of a group to perform the task efficiently and effectively
to accomplish the goals. It I very important for the leaders to keep motivated his followers to
increase their performance and to accomplish the goals within the time frame. The expectation of
the leaders also determines the level of motivation and performance of the followers. For
example: if I expect that my followers will perform the task and complete the task within the
time frame and I communicate my expectation with the followers they will perform high and try
to complete the task within the given time. The performance of the followers determines by my
expectation. But expectation also should not be unrealistic otherwise instead of motivating the
followers it will demotivate the followers, and their performance will decrease significantly. On
the other hand, if I expect that my followers will not be able to perform the task effectively and I

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communicate my expectation with the followers their level of motivation will reduce and hence
performance will also decrease.

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References
Chris Argyris (1923-2013): An Appreciation - Thinkers 50. (2017). Thinkers 50. Retrieved 19
October 2017, from http://thinkers50.com/blog/chris-argyris-1923-2013-appreciation/
Double Loop Learning in Organizations. (2017). Harvard Business Review. Retrieved 19
October 2017, from https://hbr.org/1977/09/double-loop-learning-in-organizations
(2017). Retrieved 19 October 2017, from https://www.linkedin.com/pulse/20140915110708-
36824143-how-to-learn-from-experience
Argyris, C. (2000). Double‐Loop Learning. Wiley Encyclopedia of Management.
Argyris, C. (2002). Double-loop learning, teaching, and research. Academy of Management
Learning & Education, 1(2), 206-218.
A-O-R Model. (2017). Gary Tremolada. Retrieved 19 October 2017, from
https://frontlinemanagementexperts.wordpress.com/2015/06/22/a-o-r-model/
Castelli, P. A. (2011). An integrated model for practicing reflective learning. Academy of
Educational Leadership Journal, 15, 15.
Enoch, O. (1998). Leaders and followers: Students are developing transformational leadership
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