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An organizational concept that goes beyond symptom-level fixes by questioning underlying assumptions and governing rules, enabling systemic improvement and sustained learning.
Double-loop learning not only corrects errors but questions underlying assumptions and governing rules that shape behavior. It couples problem-solving with reflective change of goals and processes, enabling sustained organizational learning and adaptation. Organizations apply it to address systemic causes rather than only superficial fixes and to improve decision-making.
Measures how many underlying causes rather than symptoms were identified.
Percentage of proposed measures that change governance or goals and were implemented.
Frequency at which previously solved problems reoccur.
Original theoretical foundation and empirical observations of organizational learning processes.
Teams use retrospectives to test assumptions and iteratively change processes.
Organizations adjust governance or goals when systemic causes are identified.
Introduce structured reflection formats such as retrospectives.
Train facilitators in probing questioning techniques.
Document learning hypotheses and define evaluation criteria.
Anchor decisions to adjust rules in governance processes.