Kolb & Lewin learning styles

Learning styles specifically deal with characteristic styles of learning. Kolb (1984) proposes a theory of experiential learning that involves four principal stages: concrete experiences, reflective observation, abstract conceptualization, and active experimentation.

The CE/AC and AE/RO dimensions are polar opposites as far as learning styles are concerned and Kolb postulates four types of learners (divergers, assimilators, convergers, and accommodators) depending upon their position on these two dimensions. For example, an accommodater prefers concrete experiences and active experimentation (AE, CE).

A common approach to viewing learning styles is linked to a learning cycle of experience, observation and reflection, formation and then testing of concepts. Although commonly referred to as the Kolb Learning Cycle this cycle was proposed by Kurt Lewin who got the idea from control engineering. David Kolb (1984) popularized Lewin’s proposal (hence the common title).

The four stages of the Experiential Learning Cycle are:-

  1. Concrete experience
  2. Observation and Reflection
  3. Abstract Conceptualization
  4. Testing concepts in new situations

The cycle is a continuous process with the current ‘concrete experience’ being the basis for observations and reflections, which allow the development of a ‘theory’. The ‘theory’ is then tested in new situations to lead to more concrete experience.

Kolb developed from the Lewin model the idea that students have a dominant phase of the cycle during which they prefer to learn and therefore will have preferred modes of learning. In order to identify the preferred study and learning styles, Kolb developed a Learning Style Inventory that identified student’s preference for the four modes corresponding to the stages in the learning cycle.

Learning Styles – Kolb & Lewin was last modified: May 2nd, 2016
Mike Morrison

Mike is a consultant and change agent specialising in developing skills in senior people to increase organizational performance. Mike is also founder & director of RapidBI, an organizational effectiveness consultancy. Check out his linkedin profile MikeMorrison LinkedIn Profile

Share
Published by
Mike Morrison

Recent Posts

It’s not what is in front of you.. but what you see

It's not what is in front of you.. but what you see The amazing colour…

5 days ago

Organizational Development & Organizational Effectiveness

Organization Development (OD) is a complex strategy intended to change the beliefs, attitudes, values, culture…

2 weeks ago

10 easy steps to grow your business (for freelance workers)

10 easy steps to grow your business (for freelance workers) With more and more people…

4 weeks ago

How to select people for redundancy – and destroy your business for a long time to come

Using 360 assessments for selection in redundancy situations. We know that we are in increasingly…

1 month ago

10 tips for engaging people

Managers engage, so do we as 'community' champions Having a community or network (intranet or…

1 month ago

Action Learning for Leadership Development

Action Learning for Leadership Development Introduction When devising any leadership programme, it is important to…

2 months ago