Everyone processes and learns new information in different ways. There are three main cognitive learning styles: visual, auditory, and kinesthetic. The common characteristics of each learning style listed below can help you understand how you learn and what methods of learning best fits you.

Visual learners might enjoy working through a process as they see a big amount of material presented before them that they need to take in with their eyes;)

The 8 Learning Styles

• Visual (spatial) Learners.
• Aural (audio) Learners.
• Physical (tactile) Learners.
• Verbal Learners (aka Linguistic Learners)
• Logical (analytical) Learners.
• Social Learners (aka Linguistic Learners)
• Solo Learners.
• Natural/ Nature Learners.

The Six Perceptual Modalities (Preferred Learning Styles) Of Adults Are:

1. 1) Visual. Visual learners need to see simple, easy-to-process diagrams or the written word.
2. 2) Aural.
3. 3) Print.
4. 4) Tactile.
5. 5) Interactive.
6. 6) Kinesthetic.
7. At a minimum, it is useful for you to know your own preferred learning style.

Your Kolb Learning Style describes the unique way you spiral through Kolb’s Experiential Learning Cycle. There is no right or wrong way on how a learner spirals through the experiential learning cycle and each person has their own preferred path.

The Learning Cycle: Four Steps to Learning

• Preparing.
• Absorbing.
• Capturing.
• Reviewing.

Kolb’s experiential learning cycle concept divides the learning process into a cycle of four basic theoretical components: concrete experience, reflective observation, abstract conceptualization, and active experimentation.

Schön: This model has the strength of considering reflection in action (during an event/experience) with those that happen in hindsight (after the event).

As mentioned, this can help to boost confidence by recognising one’s strengths. It can also help draw the practitioner’s attention towards knowledge and skills they ‘take for granted’ as these skills or ways of doing things may become later challenged through reflective practice (Kinsella, 2010).

How to cite “The reflective practitioner” by Donald A. Schon

1. APA. Schon, D. A. (1991). The reflective practitioner. Ashgate Publishing. Copy citation.
2. Chicago. Schon, Donald A. 1991. The Reflective Practitioner.
3. MLA. Schon, Donald A. The Reflective Practitioner. Ashgate Publishing, 1991.

While not an extensive list, the reflective frameworks listed below are the most commonly used and each has its own page on this guide.

• Kolb. Kolb’s Learning Cycle.
• Gibbs. Gibbs’ Reflective Cycle.
• Schön. Schön’s framework.
• Rolfe et al. Rolfe et al’s framework.
• ERA. The ERA framework.

Gibbs’ Reflective Cycle was developed by Graham Gibbs in 1988 to give structure to learning from experiences. Feelings and thoughts about the experience. Evaluation of the experience, both good and bad. Analysis to make sense of the situation. Conclusion about what you learned and what you could have done differently.

Gibbs’ Reflective cycle model is used in various situations and is useful in evaluating it. Reflection is used to improve understanding and proof of practice-based learning. The process requires that one look beneath the surface of events and experiences to achieve deeper levels of understanding and learning.

Gibbs states that by reflecting on your learning experience, it allows you to better your performance as it is happening, as well as improving it for the future. Without this reflection on your own learning, it is therefore difficult to improve for next time.

Gibbs Reflective Cycle encourages people to think systematically about the experiences they had during a specific situation, event or activity. Using a circle, reflection on those experiences can be structured in phases.

1. Step 1 – Description. This should be a brief description of the experience or event to set the scene and give context.
2. Step 2 – Feelings.
3. Step 3 – Evaluation.
4. Step 4 – Analysis.
5. Step 5 – Conclusion.
6. Step 6 – Action Plan.
7. Step 1 – Description.
8. Step 2 – Feelings.

At each stage the user needs to work through several questions.

1. STEP 1 – DESCRIPTION (Focusing on the pure facts of the situation) The first step is to describe what you know.
2. STEP 2 – DESCRIPTION – (FEELINGS)
3. STEP 3 – EVALUATION.
4. STEP 4 – ANALYSIS.
5. STEP 5 – CONCLUSIONS.
6. STEP 6 – ACTION PLAN.