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Jeffery David Whippo Shares His Thoughts on
Single-Loop Learning Versus Double-Loop
Learning
Jeffery David Whippo, a Ph.D. in Educational Psychology with a
Doctorate in Business Administration says that according to Chris
Argyris and Donald Schon, who originated the terms, “single-loop
learning” is correcting an action to solve or avoid a mistake, while
“double-loop learning” is also correcting the underlying causes
behind the problem. Jeff believes that organizational learning is all
about detecting and correcting error.
Whippo explains that single-loop learning happens when this process
of identifying error enables the organization to carry on its present
policies of achieve its objectives. He indicates that a practical
example of single-loop learning could be the automatic air
conditioning thermostat in your home or office. The thermostat
learns when it is either too hot or too cold inside and then turns the
heat or air conditioning on or off to meet a set desired temperature.
Jeffery Whippo indicates that to take this example a step further, if
the thermostat could question itself about whether or not it should
be set at 68 degrees, then it would not only be cable of detecting
error (that the temperature was not 68 degrees) but it would be
capable of questioning the underlying policies and goals, as well as
the reasoning behind the set temperature. He says this is
demonstrating a second and much more comprehensive inquiry,
therefore setting an example of double-loop learning. Another
example Whippo says would be when production managers of a
medical device company were detecting and attempting to correct
an error in order to manufacture their new trocar, that was single

2.
loop learning. However, Jeff explains, when the production managers
and marketing managers began to confront the questions surround
whether or not their new trocar should be manufactured at all, that
was double-loop learning, due to the fact that they were now
questioning underlying organizational policies and objectives.
Jeff Whippo strongly believes that double-loop learning is more
difficult than single-loop learning as it requires three skills:
1. Self-awareness to recognize what is often unconscious or habitual
2. Honesty or candour to admit mistakes and discuss with colleagues
to discover and validate causes
3. Taking responsibility to act appropriately on what is learned.
Jeff says that according to Argyris, “today, facing competitive
pressures an earlier generation could hardly have imagined…leaders
and subordinates alike…must all begin struggling with a new level of
self-awareness, candor, and responsibility” (Argyris, 1994).