Single-Loop and Double-Loop Learning

Feedback loops

For analogy, think of it as a thermostat that identifies a temperature hitting a preset limit, and turning a heater on or off accordingly.

Single-loop learning

1. Single-loop learning involves engaging with a problem from a reactive standpoint.

2. You might adjust your decision based on feedback, but

   you’re fundamentally maintaining the same approach with static assumptions and mental models.

Double-loop learning

By contrast,

1. Double-loop learning

   involves stepping back from the immediate feedback loop and challenging your underlying assumptions and mental models.

2. Applying Double-Loop Learning opens the door to more innovative and adaptive approaches moving forward.

It might be used as a conscious approach to developing a Latticework of Mental Models as you learn and unlearn models based on your needs, context and experience. There are also similarities with the process of complex skills development and developing ’expert mental models’ using Deliberate Practice.

Actionable Takeaways

Step back, reflect and reframe

1. Find the time, energy and space to break the reactive cycle by stepping out of immediate feedback and reflecting on your assumptions and mental models.
2. This goes beyond adjusting behaviour based on feedback, and is instead about reframing your understanding and mental models to radically change how you’re approaching a situation or challenge.

Habits - Review Game Footage

Be aware of systematic resistance to Double-Loop Learning

1. Expect resistance to Double-Loop Learning in organizational learning and inertia to it on a personal level.
2. It can be effortful and potentially challenge vested interests or the status quo.

Draw on external inputs to reframe

1. One way to help reframe and challenge your assumptions is to draw on new mental models and diversity of ideas from other sources outside of your own individual experience.
2. This might involve drawing on a latticework of mental models and/or working with diverse teams.

Use retros and other processes to reflect

1. At a team and organizational level, use processes and rituals such as retrospectives to encourage Double-Loop Learning. This works great for personal use too.
2. Such meetings are organised reflection opportunities to understand what’s worked, what has been challenging, and what are the underlying takeaways.
3. When doing so, consider combining this approach with the Five Whys, Fishbone Diagram or other root cause analysis to dig beyond the immediate factors.

Five Whys: https://modelthinkers.com/mental-model/202

Fishbone Diagram: https://modelthinkers.com/mental-model/fishbone-ishikawa-diagram

References

https://modelthinkers.com/mental-model/double-loop-learning