David Kolb is an educational thinker whose ideas have endured. In the 1970s and 1980s, this learning psychologist developed an influential concept about learning that is commonly found in many of our Communication and leadership training courses.
Kolb identified four phases of the learning process, which he represented as a cyclical model. According to him, anyone who wants to learn something must go through each phase of this cycle. Moreover, it's often necessary to traverse the cycle multiple times to achieve a deep understanding of the material. Learning more deeply means being able to remember what you've learned and apply it practically. This outcome of learning is valuable and easily recognized by anyone, regardless of their educational background.
Kolb's four phases—concrete experience, reflective observation, abstract conceptualization, and active experimentation—are evident not only in our training courses but also in our unique role-play interventions with professional actors.
Here’s how it works:
During a roleplay with one of our professional actors, the participant first engages in a realistic, concrete experience (Phase 1). The roleplay is then paused to allow for reflection on what transpired (Phase 2). The training facilitator and the roleplay actor provide constructive feedback on both verbal and non-verbal communication, offering insights into alternative approaches (Phase 3). Participants are given the chance to experience a "second chance," allowing them to enter the final learning phase: experimenting with what they have learned, which leads to a new concrete experience (Phase 4).
Depending on the complexity of the communication or leadership skill being practised, participants will gradually remember what they have learned and apply it in real life after several rounds.
And that’s how we come full circle with Kolb’s learning model!
If you would like to learn more about how our experiential programs dramatically transform workplace training, please visit www.interactwa.com.au.