The American manager Chris Argyris distinguishes three types of learning processes:

1. Single-loop learning addresses the correction of mistakes. You restore what you just did wrong, and that's it. Professionals and managers are good at this. They solve problems, find mistakes in other people's processes and correct them on the basis of their own  standards.

2. Very different is double-loop learning. That it is about fundamentally thinking through one's own contribution to the whole picture, the basis views and convictions. This asks for learning from mistakes, a critical self-reflection. A "How do I always get this result...."-attitude.

3. Another level deeper we speak about triple-loop learning. This form of learning aims at the deeper motives and imporant values.

Professionals rarely are confronted with failures. Does their single-loop approach fail, they react very defensively. They find it hard to be open for feedback, because they already thought about everything: that's their profession. Criticism is turned down confidently and proficiently they blame everybody, except themselves. Their learning ability fails exactly at a point when they (and their organisation) need it the most: 'The smartest people find it the hardest to learn.'

Single-loop learning is a program that is stored somewhere in our brain. The tendency to argue defensively can block the learning process when individual involvement is too high.

Learning in a organisation forms a dynamic process in which also current opinions, standards and goals are adjusted. Only with double-loop learning an organisation has a future.

Thanks to: the 'Coachingskalender 2013'.