Double-loop learning: Difference between revisions
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==See also== | ==See also== | ||
*[[Andragogy]] | |||
*[[Association of Corporate Treasurers]] | *[[Association of Corporate Treasurers]] | ||
*[[Coaching]] | *[[Coaching]] | ||
*[[Executive coaching]] | *[[Executive coaching]] | ||
*[[GROW]] | *[[GROW]] | ||
*[[Learning and development]] | |||
*[[Mentor]] | *[[Mentor]] | ||
*[[Organizational coaching]] | *[[Organizational coaching]] | ||
*[[Pedagogy]] | |||
*[[Single-loop learning]] | *[[Single-loop learning]] | ||
*[[TGROW]] | *[[TGROW]] | ||
Latest revision as of 09:35, 1 February 2022
Learning and development - coaching - executive & organisational coaching - transformational coaching.
Double-loop learning is a process of learning that goes beyond learning from the success or failure of reaching a goal (single-loop learning) to question the nature of the goal or its underlying assumptions.
It recognises that the failure to achieve a goal may be related to the nature of the goal or the decision-making rules that underpin it.
Double-loop learning is a relatively more reflective process of learning, and can have significant implications for the practices and policies of an organisation.
It is particularly appropriate for an evolving context in which the basis for a goal may have changed, requiring people to rethink their assumptions.
Double-loop learning is particularly associated with transformational approaches to coaching.
See also
- Andragogy
- Association of Corporate Treasurers
- Coaching
- Executive coaching
- GROW
- Learning and development
- Mentor
- Organizational coaching
- Pedagogy
- Single-loop learning
- TGROW
- Transformational coaching
- Working effectively with others
Other link
How to pick the right executive coach, Association of Corporate Treasurers
