How can you use Kolb's Learning Cycle to improve team feedback?

1 What is Kolb's Learning Cycle?

Kolb's Learning Cycle is based on the idea that learning is a cyclical process that involves four stages: concrete experience, reflective observation, abstract conceptualization, and active experimentation. Each stage represents a different way of processing and applying information. According to Kolb, people have different preferences for each stage, and these preferences form their learning style. Kolb identified four main learning styles: diverging, assimilating, converging, and accommodating. By understanding your own and your team's learning styles, you can tailor your feedback to suit their needs and preferences.

2 How to identify your team's learning styles

To identify your team's learning styles, you can use Kolb's Learning Style Inventory (LSI), a questionnaire that measures how you prefer to learn. The LSI assigns you a score for each of the four stages of the learning cycle, and then plots your scores on a grid that shows your dominant learning style. Alternatively, you can use a simpler online quiz or self-assessment tool that asks you questions about how you approach learning tasks and situations. Once you have identified your team's learning styles, you can use them to inform your feedback strategy.

3 How to give feedback based on learning styles

Giving feedback based on learning styles means that you adapt your feedback to the way your team members prefer to learn and process information. For example, if you have a team member who has a diverging learning style, they prefer to learn from concrete experience and reflective observation. In this case, you should provide them with specific examples and scenarios that illustrate your feedback, as well as encourage them to reflect on their own experience and feelings. Ask open-ended questions to prompt them to explore alternative solutions and ideas, while recognizing their strengths and potential for innovation. On the other hand, if you have a team member who has a converging learning style, they prefer to learn from abstract conceptualization and active experimentation. In this case, give them clear and concise feedback that highlights the main points and actions, explain the rationale and evidence behind your feedback, challenge them to test their assumptions and hypotheses, and recognize their achievements and results.

4 How to receive feedback based on learning styles

Receiving feedback based on learning styles means that you are aware of how your own learning style influences your reaction and response to feedback. For example, if you have an assimilating learning style, you prefer to learn from abstract conceptualization and reflective observation. You should seek feedback that helps you understand the big picture and underlying principles, ask for clarification and examples if the feedback is vague or ambiguous, reflect on the feedback in relation to existing knowledge and goals, and seek feedback from experts and authorities with credible and reliable information. On the other hand, if you have an accommodating learning style, you prefer to learn from concrete experience and active experimentation. You should seek feedback that helps you improve performance and skills, ask for suggestions on how to apply the feedback in practice, experiment with the feedback to see what works and what doesn't, and seek feedback from peers and mentors for support and guidance.

5 How to use Kolb's Learning Cycle to create a feedback culture

Creating a feedback culture based on Kolb's Learning Cycle requires making feedback a regular and ongoing part of your team's work cycle. Your team should be encouraged to share their experiences, observations, insights, and ideas with each other. You should also provide them with the necessary resources to learn new concepts and skills, as well as the opportunity to experiment with new approaches and solutions. Celebrating your team's learning and achievements is a great way to show your appreciation for their effort.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?