What defines double-loop learning in a coaching context?

Double-loop learning in a coaching context focuses on understanding and changing the underlying beliefs and assumptions that drive behaviors and decisions, rather than merely adjusting actions. This approach encourages individuals to reflect on their thought processes and the reasons behind their behaviors, leading to deeper insights and transformational change.

By reframing thinking patterns and behaviors, individuals can uncover and challenge their own preconceptions, enabling more innovative and effective responses to challenges. This reflective practice supports growth, as it encourages learners to consider not just what they do, but how and why they do it. This shift can lead to more meaningful and sustainable change, as individuals are equipped to break free from established patterns that may no longer serve their goals.

In contrast, the other options focus more on surface-level changes or specific skill enhancement, lacking the depth and transformative aspect that double-loop learning emphasizes. Adopting minor improvements, mastering new skills through repetition, and setting clear objectives are all important facets of learning and development, but they do not capture the essence of examining and altering the foundational beliefs and assumptions that inform one’s actions.