wisdom to win

 Wisdom to Win
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Chris Argyris and Donald Schön, Organizational Learning II (1996)

 Chris Argyris and Donald Schön, Organizational Learning II (1996)

Argyris was an American professor at Harvard Business School and leading expert on organizational learning (pictured right) who died in 2013.

Schön (pictured right below) was a professor at MIT in Boston, USA, who died in 1997.

 

See also...Chris Argyris and Donald Schön, Organizational Learning II (1996)

Chris Argyris in the Management Gurus section. 

 

Book summary

There are two approaches to learning:

  • Model I (O-I)
  • Model II (O-II, which is best for learning).

 

Characteristics of Model I

 Chris Argyris and Donald Schön, Organizational Learning II (1996)

1. Defensive routines

These are negative actions and ways of thinking that prevent learning and are reinforced by:

  • accepting inconsistent and ambiguous messages.
  • refusing to discuss important issues.

They also lead to:

  • cynicism and negativity.
  • blaming others.
  • a fatalistic feeling that nothing will change.

 

2. Single loop learning

(where improvement results from detecting and correcting problems).

 

Characteristics of Model II

This is the approach used by a learning organization and has another type of learning...

 

Double loop learningChris Argyris and Donald Schön, Organizational Learning II (1996)

This identifies:

  • the causes of problems (relating to the values, attitudes and strategies that prevent change and learning).
  • solutions to these problems.

Model II learning is vital to business success and requires:

 

a) inquiry

Continually challenging values, attitudes and strategies (the basis of double loop learning – see above).

 Chris Argyris and Donald Schön, Organizational Learning II (1996)

b) teamwork

People interacting and co-operating in groups.

 

c) thought

(linked to action).Chris Argyris and Donald Schön, Organizational Learning II (1996)

 

d) openness

Free exchange of relevant information.

 

e) support

Giving rewards, resources and encouragement for learning.

 Chris Argyris and Donald Schön, Organizational Learning II (1996)

f) responsibility

People being responsible for their own learning and problems, not blaming others for them.

 

g) experience

Learning from successes and failures, and external factors (like competitors’ actions).

 Chris Argyris and Donald Schön, Organizational Learning II (1996)

h) knowledge

Sharing power with anyone who has relevant knowledge.

 

Key quotes on the learning organization

It is not possible to deal effectively with any subject if it is not discussable and if its undiscussability is also undiscussable.

An organization may be said to learn when it acquires information (knowledge, understanding, know-how, techniques, or practices) of any kind and by whatever means.

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