David Kolb’s Learning Cycle

Question 1

Question:
Who is David Kolb, and what is his Experiential Learning Cycle? How does it explain how people learn, and how is it used in the workplace?

Answer 1

Answer:
David Kolb (b. 1939) is an American educational theorist who introduced the Experiential Learning Cycle in 1984.
He believed that people learn best by doing — not just reading or listening — and that real learning comes through reflection and action.

🔄 The 4 Stages of Kolb’s Learning Cycle:
Stage What Happens Example
1. Concrete Experience You have a real experience Giving a presentation
2. Reflective Observation You reflect on what happened “What went well or badly?”
3. Abstract Conceptualisation You draw lessons and form theories “Next time, I’ll simplify my slides”
4. Active Experimentation You apply what you learned You try new strategies in your next talk

Learning is a cycle — once you apply the change, the cycle repeats.

🧠 Key Idea:
Learning is most effective when people experience, reflect, understand, and then act.

🏢 Workplace Application:
Used in training, team debriefs, and performance reviews

Helps staff grow from real-world situations, not just theory

Encourages reflective practice in healthcare, teaching, guiding, and management

✅ Why It Matters:
Supports continuous improvement

Encourages deeper understanding from mistakes

Empowers employees to own their learning process

⚠️ Limitations:
Some people may skip reflection or theory stages

Requires time and a learning-focused culture

May be harder to apply in repetitive or highly structured roles