What Is Double Loop Learning And How Is It Valuable?
                     What Is Double Loop 
Learning And How Is 
It Valuable?
What is Double-
Loop Learning?
Double-loop learning is an educational concept and 
process that involves teaching people to think more 
deeply about their own assumptions and beliefs. It 
was created by Chris Argyris, a leading organizational 
trainer, in the mid-1980’s, and developed over the 
next decade into an effective tool.
Source: journalofleadershiped.org
How it is different 
from Single-Loop 
Learning?
Double-loop learning is different than single-loop 
learning which involves changing methods and 
improving efficiency to obtain established objectives 
(i.e., “doing things right”). Double-loop learning 
concerns changing the objectives themselves (i.e., 
“doing the right things”).
Source: journalofleadershiped.org
Analogy of a household 
thermostat
Single-loop and double-loop learning are readily 
understood using the analogy of a household 
thermostat. 
Double-loop learning involves changing the setting on 
the thermostat (i.e., changing the objective of the 
system). Double-loop learning calls for changing the 
objective itself. 
Source: journalofleadershiped.org
Concept
Double-loop learning is used when it is necessary to 
change the mental model on which a decision 
depends. 
Unlike single loops, this model includes a shift in 
understanding, from simple and static to broader and 
more dynamic, such as taking into account the 
changes in the surroundings and the need for 
expression changes in mental models.
Source: Wikipedia
Organizational 
learning 
Organizational learning in such cases occurs when the 
diagnosis and intervention produce changes in the 
underlying policies, assumptions, and goals.
 According to Argyris, many organizations resist 
double-loop learning due to a number of variables 
such as resistance to change, fear of failure, and 
overemphasis on control.
Source: Wikipedia
Double Loop Learning 
in Organizations
A common misconception is that the opposite of 
single-loop learning involves focusing primarily on 
people’s feelings and allowing employees to manage 
themselves. 
However, the solution for single-loop learning is not 
about doing the opposite. It’s about adding an extra 
later of critical analysis—double-loop learning.
Source: www.lifehack.org
How Is It Valuable?
Value Risk-Taking and 
Accept Criticism
You’re also going to need to shift your mindset from 
simply learning and reflecting to accepting criticism, 
being critical of yourself as a learner, and taking risks 
and experiencing discomfort as you ask big questions 
and make drastic alterations to your learning plan 
over time.
Source: www.lifehack.org
Create Benchmarks for 
Lasting Growth and 
Change
Old habits die hard, and single-loop learning is no 
different. If systems, check-ins, benchmarks, and 
periodic times to reflect and reset aren’t put into 
place, old habits of withholding and mistrust will 
likely creep back in. 
You can guard against this by making it a norm to 
measure, assess, and improve how new double-loop 
learning systems are being implemented over time.
Source: www.lifehack.org
Stakeholders Must 
Level With Each Other
The first step to shifting from single to double-loop 
learning is for all stakeholders to sit down and talk 
openly about their expectations, values, and goals. 
These sessions should be led by organizational 
experts to ensure that old single-loop learning habits 
of distrust, withholding, and game-playing don’t keep 
people stuck in single-loop learning.
Source: www.lifehack.org