Model-1 Models

These models and simulations have been tagged “Model-1”.

Model I with a little anti-Model I thinking that characterizes so many human relationships; followed by a path that transitions to Model II.
Model 1 Single-loop Learning Double-loop Learning Model 2 Defensive Routines Argyris
Model I with a little anti-Model I thinking that characterizes so many human relationships; followed by a path that transitions to Model II.
Argyris Model I and II
Edythe
The sandwich approach to feedback is well-intended, but often causes exactly the result it is meant to avoid--defensiveness.​  It begins and ends with a compliments that is meant to disguise the main purpose of the feedback and control the recipient's response.  The recipient is aware of the disguis
Performance Management Model 1 Feedback
The sandwich approach to feedback is well-intended, but often causes exactly the result it is meant to avoid--defensiveness.​  It begins and ends with a compliments that is meant to disguise the main purpose of the feedback and control the recipient's response.  The recipient is aware of the disguise, but cannot confront it because doing so violates social norms.  The feedback is evaluative and general, often due to lack of first-hand information, which prevents the recipient from understanding the source of the feedback or knowing exactly what is needed to address a performance gap.
Sandwich Feedback
Edythe
CLD of Argyris Models I and II using rich pictures to describe the models and transition, if it can occur. The leverage point, according to Argyris, is in the set of governing variables, which are deeply ingrained socially, and are therefore difficult to address, largely because we are unaware of
Model 2 Double Loop Learning Argyris Model 1
CLD of Argyris Models I and II using rich pictures to describe the models and transition, if it can occur.

The leverage point, according to Argyris, is in the set of governing variables, which are deeply ingrained socially, and are therefore difficult to address, largely because we are unaware of them.

While the leverage points for change are in the governing variables, the pain point is in the crisis, where one is "in trouble with oneself."
Increasing Leadership Effectiveness
Edythe
Insight diagram
Model 1
NAR-Lec 2
Ismail Khan