Module 1

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Leading for the Future module 1

Pre-work

As with the induction, it is important for you to complete this pre-work in advance of the first Module and prepare your comments and questions about them:

Preparing for adaptive learning sets

Your group facilitators will spend time during Module 1 explaining more about both the concept and process of Adaptive Learning, before you start working in your Sets for the first time. Please download and read the Adaptive Learning Set Process Guide and bring any questions you have about this.  If helpful, you can watch the Adaptive Learning Set vimeo from the Induction to refresh on what is involved. When you access the link, you will see a black panel on the right hand side, at the bottom of which are white icons. Click on any of these to adjust as required e.g., the second icon on the right is for subtitles, the third is for the transcript. Click on the first icon on the left to make the vimeo full screen.

Optional supplementary material that will build on themes explored in Module 1

1.    Single loop, double loop learning – Chris Argyris and Donald Schön

Single-Loop Learning refers to a process of making incremental changes to correct errors and improve existing practices, often for the short-term. Double-loop learning involves questioning and altering the underlying assumptions, values, and policies that drive decisions. It encourages a deeper reflection on what is learned from mistakes and can lead to long-term transformation and adaptability. To discover more:

‘Most people define learning too narrowly as mere problem solving, so they focus on identifying and correcting errors in the external environment. Solving problems is important, But if learning is to persist managers and employees must also look inward. They need to reflect critically on their own behaviour,’ (Argyris, May-June 1991 'Teaching Smart People How to Learn', Harvard Business Review  

‘Double-loop learning involves a process of reflection on the underlying assumptions and policies that inform actions, enabling deeper learning and change.’ (Argyris, C., & Schön, D. A. (1996). Organizational Learning II: Theory, Method, and Practice. Reading, MA: Addison-Wesley.)

‘The process of inquiry in double-loop learning requires a willingness to confront and revise one’s own mental models and the organizational norms that influence decision-making.’ (Schön, D. A. (1983). The Reflective Practitioner: How Professionals Think in Action. New York: Basic Books)

 ‘Organizations that foster double-loop learning create a culture where questioning the status quo is encouraged, leading to more adaptive and innovative practices.’ (Argyris, May-June 1991 'Teaching Smart People How to Learn', Harvard Business Review  

2.   Model 1 and Model 2 Thinking - Chris Argyris

The quotes below reflect Argyris's insights into the contrasting dynamics of Model I and Model II thinking in organisational contexts.

‘Model I thinking leads to a defensive stance and promotes a culture of fear. Individuals protect themselves by avoiding confrontation and suppressing their own feelings." "Model II encourages openness, collaboration, and mutual learning, creating a space where individuals can express their views and learn from one another.’ Argyris, May-June 1991 'Teaching Smart People How to Learn', Harvard Business Review  

‘In Model I, people aim to win, avoid losing, and protect their own interests, which ultimately leads to mistrust and less effective organizational outcomes.’ Argyris, C. (1990). Overcoming Organizational Defenses: Facilitating Organizational Learning. Needham Heights, MA: Addison-Wesley.

‘Organizations that adopt Model II thinking foster a culture of inquiry and reflection, leading to more effective problem-solving and innovation’ (Argyris, C., & Schön, D. A. (1996). Organizational Learning II: Theory, Method, and Practice. Reading, MA: Addison-Wesley.)

To discover more on this, and how it is connected with single-loop, double-loop learning, read: An Interview with Chris Argyris https://www.strategy-business.com/article/9887, by Joel Kurtzman (1998, Strategy + Business)

3.    Theory U

‘Theory U is an awareness-based method for changing systems. Theory U blends systems thinking, innovation, and leading change--from the viewpoint of an evolving human consciousness’. – Quote from https://www.u-school.org/theory-u

 

Resources

Module 1 slides

Next Steps