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1.
Concrete Experience - This is where a new experience or situation is met, or an existing experience is reinterpreted.
2.
Reflective Observation of the new experience - Reflecting on this experience. Are there inconsistencies between your experience and your understanding? What did you notice?
3.
Abstract Conceptualisation – The reflection in the previous stage produces a new idea, or modifies an existing concept in a new direction.
4.
Active Experimentation – This is where the learner applies the new or modified idea to the world around them to see what happens.
1.
Diverging (feeling and watching) These people see things from differing perspectives. They prefer watching to doing and can use their imaginations to be creative in their overall learning styles. This style is so-called due to these individuals learning best in instances where they are required to gather information or generate new ideas.
2.
Assimilating (watching and thinking) These people can explore and analyse models logically and are more interested in concepts and tasks than in relationships or working in groups. Examples of preferred learning situations for these types of learners include lectures, readings, and individual learning that gives them time to analyse and think rather than discuss.
3.
Converging (doing and thinking) These people are good problem-solvers and are seen as being practical in their analyses of ideas and tasks. They tend to converge on the answers they want and prefer learning activities like technical tasks that involve finding solutions rather than interpersonal or group learning.
4.
Accommodating (doing and feeling) These people tend to be more practical in their outlook on learning, and they like to see problems from an intuitive point of view. They may rely more on gut feeling and like new-found challenges that involve taking an experiential approach.
1.
Target more specific learning sessions for people we are working with
2.
Design training and coaching exercises that link up with the specific way our learners absorb information
3.
Personalise any learning intervention for people in line with the four stages listed above
1.
Description of the experience
2.
Feelings and thoughts about the experience
3.
Evaluation of the experience, both good and bad
4.
Analysis to make sense of the situation
5.
Conclusion about what you learned and what you could have done differently
6.
Action plan for how you would deal with similar situations in the future, or general changes you might find appropriate.
1.
Concrete Experience - This is where a new experience or situation is met, or an existing experience is reinterpreted.
2.
Reflective Observation of the new experience - Reflecting on this experience. Are there inconsistencies between your experience and your understanding? What did you notice?
3.
Abstract Conceptualisation – The reflection in the previous stage produces a new idea, or modifies an existing concept in a new direction.
4.
Active Experimentation – This is where the learner applies the new or modified idea to the world around them to see what happens.
1.
Diverging (feeling and watching) These people see things from differing perspectives. They prefer watching to doing and can use their imaginations to be creative in their overall learning styles. This style is so-called due to these individuals learning best in instances where they are required to gather information or generate new ideas.
2.
Assimilating (watching and thinking) These people can explore and analyse models logically and are more interested in concepts and tasks than in relationships or working in groups. Examples of preferred learning situations for these types of learners include lectures, readings, and individual learning that gives them time to analyse and think rather than discuss.
3.
Converging (doing and thinking) These people are good problem-solvers and are seen as being practical in their analyses of ideas and tasks. They tend to converge on the answers they want and prefer learning activities like technical tasks that involve finding solutions rather than interpersonal or group learning.
4.
Accommodating (doing and feeling) These people tend to be more practical in their outlook on learning, and they like to see problems from an intuitive point of view. They may rely more on gut feeling and like new-found challenges that involve taking an experiential approach.
1.
Target more specific learning sessions for people we are working with
2.
Design training and coaching exercises that link up with the specific way our learners absorb information
3.
Personalise any learning intervention for people in line with the four stages listed above
1.
Description of the experience
2.
Feelings and thoughts about the experience
3.
Evaluation of the experience, both good and bad
4.
Analysis to make sense of the situation
5.
Conclusion about what you learned and what you could have done differently
6.
Action plan for how you would deal with similar situations in the future, or general changes you might find appropriate.
1.
Concrete Experience - This is where a new experience or situation is met, or an existing experience is reinterpreted.
2.
Reflective Observation of the new experience - Reflecting on this experience. Are there inconsistencies between your experience and your understanding? What did you notice?
3.
Abstract Conceptualisation – The reflection in the previous stage produces a new idea, or modifies an existing concept in a new direction.
4.
Active Experimentation – This is where the learner applies the new or modified idea to the world around them to see what happens.
1.
Diverging (feeling and watching) These people see things from differing perspectives. They prefer watching to doing and can use their imaginations to be creative in their overall learning styles. This style is so-called due to these individuals learning best in instances where they are required to gather information or generate new ideas.
2.
Assimilating (watching and thinking) These people can explore and analyse models logically and are more interested in concepts and tasks than in relationships or working in groups. Examples of preferred learning situations for these types of learners include lectures, readings, and individual learning that gives them time to analyse and think rather than discuss.
3.
Converging (doing and thinking) These people are good problem-solvers and are seen as being practical in their analyses of ideas and tasks. They tend to converge on the answers they want and prefer learning activities like technical tasks that involve finding solutions rather than interpersonal or group learning.
4.
Accommodating (doing and feeling) These people tend to be more practical in their outlook on learning, and they like to see problems from an intuitive point of view. They may rely more on gut feeling and like new-found challenges that involve taking an experiential approach.
1.
Target more specific learning sessions for people we are working with
2.
Design training and coaching exercises that link up with the specific way our learners absorb information
3.
Personalise any learning intervention for people in line with the four stages listed above
1.
Description of the experience
2.
Feelings and thoughts about the experience
3.
Evaluation of the experience, both good and bad
4.
Analysis to make sense of the situation
5.
Conclusion about what you learned and what you could have done differently
6.
Action plan for how you would deal with similar situations in the future, or general changes you might find appropriate.
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