The leitmotif in Argyris work is to create organizational changes in order to make organizations into better places for individual and organizational learning. This means that whenever we are faced with an embarrassing or threatening situation we react by being defensive in order to control the feeling of uncertainty. None of us like to be in a situation in which we feel insecure or helpless. Then we make certain kinds of cover-ups. Changes are, however, not impossible.
Humans can change and organizations can become places for productive organizational learning.
One way to do so is by interventionist actions. This can be done if we as scholars begin to work with organizational practitioners in order to create a better organizational environment for action and communication. We must stop being solely describers of organizations but begin to actively apply our knowledge about organizational processes to help individuals and organizations change. An organization facilitating organizational learning is an environment in which it is possible to openly test attributions and assumptions about people and their actions. It is an environment in which there is an open exchange of valid information, and in which it is possible to discuss the undiscussables.