Kolb s learning cycle


Kolb stated that for true learning to take place, we need to have an experience, reflect upon this experience, make sense of it (often through creating theories) and finally apply our theories to our lives by planning what we would do next time we were in the same or similar situation.

In order to learn from an experience, you have to go through the learning cycle; sometimes you may do this unconsciously. Formal development processes (training, coaching, mentoring, self-study etc) involve bringing all four stages into consciousness and ensuring that the process of learning is completed. Learning is inhibited when one of Kolb s stages is missed.

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Figure 2.1: Kolb s learning cycle

Honey and Mumford s learning styles

Honey and Mumford identified four styles of learning preference, which map onto Kolb s learning cycle:

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Figure 2.2: Kolb s learning cycle with Honey and Mumford s learning styles

People with a strong preference as described by Honey and Mumford are more likely to want to miss out, or stay within, one of the stages. For example: a strong activist likes to try experience after experience and will try to avoid reflection or theorizing. Therefore, the role of the development specialist working with a learner is to ensure that all stages are addressed in a way which is easiest for the individual.

Often, to make a major change, we might go around the circle more than once. This is the only way of ensuring that we get the practice required for behaviour to become a habit. As we discuss later, this is particularly important in coaching.




The Coaching Handbook. An Action Kit for Trainers & Managers
Coaching Handbook: An Action Kit for Trainers and Managers
ISBN: 074943810X
EAN: 2147483647
Year: 2003
Pages: 130

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