```toc ``` ## Review Date [[20201-10-18]] [@argyrisTeachingSmartPeople1991] ## What is the thesis? - Teaching smart people how to learn involves [[Double Loop Learning more than doubles the learning]] - People who have been successful are very good at [[single loop learning]] which makes them defensive - Organizations only change after they mirror what the senior administration does - [[Leader humility]] is the first step towards organizations learning, they must see their leadership reflect and change if the organization is going to be able to ## Am I convinced and why? I am convinced. my experience supports the ideas that: - Organizations take on the personality of their leaders - People learn through reflection but only when their defenses can be dropped - This is a process that first involves the leadership being vulnerable and truly open ## What is the other side of the argument? - Employees only have a small piece of the pie that they understand. Many employees see a CEO or leader as holding valuable [[positional authority]] and will just do what they are told. Those people respond best to a strong leader. ## What else do I wonder about? - What is the financial argument for this way of leading? Are there times in organizations that leaders need to display different traits? What about a new world with so much staff turnover? Why teach people to reflect when they just then go leave? [[2022-01-10]] ## Teams that learn: Teaching smart people how to learn ### Defensive Reasoning Vs Productive Reasoning #### Defensive Reasoning ### Theory in Use - To remain in unilateral control - To maximize winning and minimize loosing - To supress negative feelings - To be rational: defining clear objectives and measuring against those objectives ### [[Theory of Action]] : Productive Reasoning - To be a learning organization ## Next Steps ### Ideas to explore ### Sources to explore