Overview
This lecture covers David Kolb's Experiential Learning Model, including its four learning elements, four learning styles, application examples, and a brief critique of the model.
Kolb's Experiential Learning Model
- Developed by David Kolb, published in "Experiential Learning" (1984).
- Focuses on learning from experience and supports lifelong learning.
- Model includes two dimensions: learning elements (process) and learning styles (preference).
- Used to tailor coaching, mentoring, and staff training to individual learning preferences.
Four Elements of Learning
- Elements are placed in a circle, forming a continuous learning cycle.
- Concrete Experience: Learning by being involved in experiences and relating to people; sensitive to others’ feelings.
- Reflective Observation: Learning by observing others and reflecting before making judgments.
- Abstract Conceptualization: Learning by creating theories and logically analyzing ideas or situations.
- Active Experimentation: Learning by applying concepts, solving problems, and taking action.
Four Learning Styles
- Result from combinations of two axes: processing (active vs. passive) and perception (abstract vs. concrete).
- Diverger: Passive + Concrete; prefers brainstorming and cooperative work, focuses on feelings and watching.
- Assimilator: Passive + Abstract; integrates observations, prefers structured information, focuses on watching and thinking.
- Converger: Active + Abstract; solves technical problems, prefers decision making, focuses on doing and thinking.
- Accommodator: Active + Concrete; adapts by trial and error, enjoys hands-on learning, focuses on doing and feeling.
Applying the Model
- Use understanding of styles for employee training and task assignment.
- Example 1: Assign tasks in change management (e.g., installing new machines) according to employees' learning styles at each phase.
- Example 2: To learn a new management skill, practice all four elements of the learning cycle.
Critique of the Model
- Focuses only on the cognitive dimension, not psychodynamic or societal factors.
- Does not explain when or how to shift between learning styles.
- Provides a holistic and consistent model of adult learning.
Key Terms & Definitions
- Experiential Learning Model — Framework describing how individuals learn from experience.
- Concrete Experience — Learning by direct involvement and feeling.
- Reflective Observation — Learning by watching and reflecting.
- Abstract Conceptualization — Learning by thinking and theorizing.
- Active Experimentation — Learning by doing and acting.
- Diverger, Assimilator, Converger, Accommodator — The four learning styles characterized by different combinations of thinking, feeling, doing, and watching.
Action Items / Next Steps
- Identify your own preferred learning style.
- Observe and adapt your coaching or mentoring approach to suit others’ styles.
- Practice all four elements of the learning cycle when mastering new tasks.