每日原则：为了促进真正的行为改变，必须内化学习或养成习惯

长时间以来，我们一直在桥水努力推行内化学习，我们的做法已经过了多年的演变。由于每次会议我们都录音、录像，我们能够制作一些虚拟案例教学，便于让每个人都参与讨论而不必实际出席会议。人们能感受到会议的氛围，然后暂停案例介绍，问他们对正在讨论的问题有什么想法。在有些情况下，他们在观看讨论的过程中就实时提供了反馈意见。他们的意见也被记录下来，并通过专家系统与其他人的意见进行比较，使我们都更加了解我们的思维方式。有助于这个信息，我们能够让他们的学习和工作任务与其思维方式更加契合。

这仅是我们制作用于帮助人们学习和实践原则的一系列工具和计划中的一个例子。

Thankfully, technology has made internalized learning much easier today than it was when books were the primary way of conveying knowledge. Don't get me wrong, the book was a powerful invention. Johannes Gutenberg's printing press allowed easy dissemination of knowledge that helped people build on each other's learnings. But experiential learning is so much more powerful. Now that technology makes it so easy to create experiential/ virtual learning, I believe that we are on the brink of another step-change improvement in the quality of learning that will be as great as or even greater than Gutenberg's.

We have been trying to create internalized learning at Bridgewater for a long time, so how we do it has evolved a lot. Since we tape virtually all our meetings, we have been able to create virtual learning case studies that allow everyone to participate without actually being in the room. People see the meeting transpire as though they were in it, and then the case study pauses and asks them for their own thinking on the matter at hand. In some cases, they input their reactions in real time as they watch. Their thinking is recorded and compared with others' using expert systems that help us all understand more about how we think. With this information, we can better tailor their learning and their job assignments to their thinking styles.

That is just one example of a number of tools and protocols we have developed to help our people learn and operate by our principles.