EVERY MANAGER SHOULD BE
A LEARNING FACILITATOR
how do people learn on the job?
A LEARNING FACILITATOR
how do people learn on the job?
Prof David Kolb's ( a
pioneer thought leader in learning theory) sets out four distinct learning
styles (or preferences), which are based on a four-stage learning
cycle. (which might also be interpreted as a 'training cycle'). In this respect
Kolb's model is particularly elegant, since it offers both a way to
understand individual people's different learning styles, and also an
explanation of a cycle of experiential learning that applies to us all.
Kolb includes this
'cycle of learning' as a central principle his experiential learning theory,
typically expressed as four-stage cycle of learning, in
which 'immediate or concrete experiences' provide a basis
for 'observations and reflections'. These 'observations and reflections'
are assimilated and distilled into 'abstract concepts' producing new
implications for action which can be 'actively tested' in turn
creating new experiences.
Kolb says that ideally
(and by inference not always) this process represents a learning cycle or
spiral where the learner 'touches all the bases', ie., a cycle of experiencing,
reflecting, thinking, and acting. Immediate or concrete experiences lead to
observations and reflections. These reflections are then assimilated (absorbed
and translated) into abstract concepts with implications for action, which the person
can actively test and experiment with, which in turn enable the creation of new
experiences.
Kolb's model therefore
works on two levels - a four-stage cycle:
- Concrete Experience - (CE)
- Reflective Observation - (RO)
- Abstract Conceptualization - (AC)
- Active Experimentation - (AE)
and a four-type
definition of learning styles, (each representing the combination of two
preferred styles, rather like a two-by-two matrix of the four-stage cycle
styles, as illustrated below), for which Kolb used the terms:
- Diverging (CE/RO)
- Assimilating (AC/RO)
- Converging (AC/AE)
- Accommodating (CE/AE)
KOLB LEARNING STYLES
DEFINITIONS AND DESCRIPTIONS
Knowing a person's (and
your own) learning style enables learning to be orientated according to the
preferred method. That said, everyone responds to and needs the stimulus of all
types of learning styles to one extent or another - it's a matter of using emphasis
that fits best with the given situation and a person's learning style
preferences.
Here are brief
descriptions of the four Kolb learning styles:
· Diverging
(feeling and watching - CE/RO) -
These people are able to look at things from different perspectives. They are sensitive. They prefer to watch rather than do, tending to gather information and use imagination to solve problems. They are best at viewing concrete situations several different viewpoints. Kolb called this style 'Diverging' because these people perform better in situations that require ideas-generation, for example, brainstorming. People with a Diverging learning style have broad cultural interests and like to gather information. They are interested in people, tend to be imaginative and emotional, and tend to be strong in the arts. People with the Diverging style prefer to work in groups, to listen with an open mind and to receive personal feedback.
These people are able to look at things from different perspectives. They are sensitive. They prefer to watch rather than do, tending to gather information and use imagination to solve problems. They are best at viewing concrete situations several different viewpoints. Kolb called this style 'Diverging' because these people perform better in situations that require ideas-generation, for example, brainstorming. People with a Diverging learning style have broad cultural interests and like to gather information. They are interested in people, tend to be imaginative and emotional, and tend to be strong in the arts. People with the Diverging style prefer to work in groups, to listen with an open mind and to receive personal feedback.
· Assimilating
(watching and thinking - AC/RO) -
The Assimilating learning preference is for a concise, logical approach. Ideas and concepts are more important than people. These people require good clear explanation rather than practical opportunity. They excel at understanding wide-ranging information and organising it a clear logical format. People with an Assimilating learning style are less focused on people and more interested in ideas and abstract concepts. People with this style are more attracted to logically sound theories than approaches based on practical value. These learning style people is important for effectiveness in information and science careers. In formal learning situations, people with this style prefer readings, lectures, exploring analytical models, and having time to think things through.
The Assimilating learning preference is for a concise, logical approach. Ideas and concepts are more important than people. These people require good clear explanation rather than practical opportunity. They excel at understanding wide-ranging information and organising it a clear logical format. People with an Assimilating learning style are less focused on people and more interested in ideas and abstract concepts. People with this style are more attracted to logically sound theories than approaches based on practical value. These learning style people is important for effectiveness in information and science careers. In formal learning situations, people with this style prefer readings, lectures, exploring analytical models, and having time to think things through.
· Converging
(doing and thinking - AC/AE) -
People with a Converging learning style can solve problems and will use their learning to find solutions to practical issues. They prefer technical tasks, and are less concerned with people and interpersonal aspects. People with a Converging learning style are best at finding practical uses for ideas and theories. They can solve problems and make decisions by finding solutions to questions and problems. People with a Converging learning style are more attracted to technical tasks and problems than social or interpersonal issues. A Converging learning style enables specialist and technology abilities. People with a Converging style like to experiment with new ideas, to simulate, and to work with practical applications.
People with a Converging learning style can solve problems and will use their learning to find solutions to practical issues. They prefer technical tasks, and are less concerned with people and interpersonal aspects. People with a Converging learning style are best at finding practical uses for ideas and theories. They can solve problems and make decisions by finding solutions to questions and problems. People with a Converging learning style are more attracted to technical tasks and problems than social or interpersonal issues. A Converging learning style enables specialist and technology abilities. People with a Converging style like to experiment with new ideas, to simulate, and to work with practical applications.
· Accommodating
(doing and feeling - CE/AE) -
The Accommodating learning style is 'hands-on', and relies on intuition rather than logic. These people use other people's analysis, and prefer to take a practical, experiential approach. They are attracted to new challenges and experiences, and to carrying out plans. They commonly act on 'gut' instinct rather than logical analysis. People with an Accommodating learning style will tend to rely on others for information than carry out their own analysis. This learning style is prevalent and useful in roles requiring action and initiative. People with an Accommodating learning style prefer to work in teams to complete tasks. They set targets and actively work in the field trying different ways to achieve an objective.
The Accommodating learning style is 'hands-on', and relies on intuition rather than logic. These people use other people's analysis, and prefer to take a practical, experiential approach. They are attracted to new challenges and experiences, and to carrying out plans. They commonly act on 'gut' instinct rather than logical analysis. People with an Accommodating learning style will tend to rely on others for information than carry out their own analysis. This learning style is prevalent and useful in roles requiring action and initiative. People with an Accommodating learning style prefer to work in teams to complete tasks. They set targets and actively work in the field trying different ways to achieve an objective.
As with any behavioural
model, this is a guide not a strict set of rules.
Nevertheless most people
clearly exhibit clear strong preferences for a given learning style. The
ability to use or 'switch between' different styles is not one that we should
assume comes easily or naturally to many people.
Simply, people who have
a clear learning style preference, for whatever reason, will tend to learn more
effectively if learning is orientated according to their preference.
For instance - people
who prefer the 'Assimilating' learning style will not be comfortable being
thrown in at the deep end without notes and instructions.
People who like prefer
to use an 'Accommodating' learning style are likely to become frustrated if
they are forced to read lots of instructions and rules, and are unable to get
hands on experience as soon as possible.
This theory is as
practical as it is deep... every manager aspiring to be a trainer or coach
should understand first how these styles have influenced his learning
in the last few years to make him what he is ... and they use these styles
to help people learn and become what they ought to be ...ie work at their full
potential
With best compliments
Dr Wilfred Monteiro
Mumbai- India
