Overview
This lecture explains David Kolb's Experiential Learning Model, detailing its core learning cycle, learning styles, and applications for individual and organizational learning.
Kolb’s Experiential Learning Model
- Developed by David Kolb, published in 1984, it describes how people learn from experience.
- The model supports lifelong learning and is centered on learning styles to tailor coaching or training.
- Two main dimensions: four learning elements (steps) and four learning styles.
The Four Elements of Learning (Learning Cycle)
- Concrete Experience: Learning by experiencing or being involved in events; relates to feelings and sensitivity to others.
- Reflective Observation: Learning by watching and reflecting before making judgments; focuses on understanding all perspectives.
- Abstract Conceptualization: Learning by creating theories or models to explain observations; involves logical analysis.
- Active Experimentation: Learning by applying theories and acting on ideas to solve problems; involves taking risks and initiative.
- The cycle is a spiral—learning can begin at any element but often starts with concrete experience.
The Four Learning Styles
- Learning styles result from two axes:
- Processing Continuum (Active–Passive): How we approach tasks (doing vs. watching).
- Perception Continuum (Concrete–Abstract): How we respond emotionally (feeling vs. thinking).
- Diverger (Passive + Concrete): Prefers observing, brainstorming, working in groups, and hands-on exploration; feeling and watching.
- Assimilator (Passive + Abstract): Prefers logical analysis, structured information, and model creation; watching and thinking.
- Converger (Active + Abstract): Focuses on practical application and problem solving; prefers interactive tasks; doing and thinking.
- Accommodator (Active + Concrete): Learns by trial and error, discovery, and adapting quickly; active participant; doing and feeling.
Applying the Model in Organizations & Learning
- Leaders can use the model to assign tasks suited to employees’ learning styles.
- Example: Introducing new machines—use divergers for exploring, assimilators for analysis, convergers for problem-solving, accommodators for implementation.
- When learning a new skill, use all four modes for best results.
Criticisms of Kolb's Model
- Focuses on cognitive aspects and ignores social and emotional factors.
- Does not specify how or when to shift between learning styles.
- Still valued for providing a holistic and adaptable model for adult learning.
Key Terms & Definitions
- Experiential Learning — Learning through experience, reflection, conceptualization, and experimentation.
- Concrete Experience — Direct involvement in a situation.
- Reflective Observation — Watching and reflecting on experiences.
- Abstract Conceptualization — Forming theories and generalizations.
- Active Experimentation — Trying out new ideas and applying knowledge.
- Learning Styles — Preferred ways individuals process information, based on Kolb's model.
Action Items / Next Steps
- Identify your preferred learning style using Kolb’s model.
- Practice cycling through all four learning elements when acquiring new skills.
- Apply the learning styles framework when coaching, mentoring, or leading teams.