THE DOUBLE LOOP LEARNING MODEL

HOW TO LEARN FROM MISTAKES

Double loop learning involves reflecting on your actions and learning from them. The theory is based on the work of the system. Theoreticians Heinz von Foster and Nicholas Luhmann. In particular on the idea of second-order observations. Strictly speaking this is not a model but a technique for know it alls. How can you master this desirable outcome. Simple you learn how to observe first-order observers. 

First-order observers say things that appear to them, for them the world is simply that there. Second-order observers on the other hand attribute what the first order observers see how they say it. In other words second-order observers observe a way of observing. 

For example you criticise a football referee them making a wrong decision, you are a second-order observer, your perspective is different from the referees because you're one step removed from the game, and not actually calling the play and you think that makes you a better judge. 

During the act of observing first-order observers unaware of their own way of observing, it is their blind spot recognising this blind spot enables second-order observers to become know it alls. They are able to point out the first-order observers that is possible to observe differently that seeing things differently. 

The psychologists Chris Argyris  and the philosopher at Donald Schon developed double loop learning out if theoretical ideas on observation. In the best case scenario that the single loop. The first order (the first order observation). is best practise. Something that works well is not changed, but simply repeated. In the worst case scenario it is the worst practice. The same mistake is repeated our problems is solved without questioning how it arose in the first place. 

In Double loop learning you think about and question what you're doing and try to break your own pattern by not doing something differently, but by thinking about why you do it the way you do it. But the objectives and values behind your actions. If you're fully aware these you may be able to change them.

The problem inherent in double loop is a discrepancy between what we say where about to do (known as espouse theory) and what we actually do (known as theory in use). If we really want to change something it's not enough to create guidelines for our employees or ourselves or to give it directives. These only reach us as a command theory (Espouse theory). Real changes occur when we reassess our more rooted reasons, objectives and values. There are the ‘force fields’ that affect the theory in use.

Be the change you want to see.