What Is Kolb’s Model? Understanding the Experiential Learning Cycle

At Maestro, we have spent many years with our team and with clients discovering what makes a powerful learning experience, and from that, we’ve built an arsenal of learning philosophies and principles that guide the work we do in learning and development.

Another model which guides our learning process is Kolb’s learning model. We’re going to detail the Kolb Learning Model, or Kolb Method, and how it informs the learning process.

The Kolb Learning Model

Kolb’s Model helps us answer the following question: How do learners absorb knowledge and actually apply it? We wholeheartedly believe learning is a process, not a one-time event, and Kolb’s Model helps us break that process down.

Rarely are learners able to take one course, watch a single video, or read a book and suddenly be able to apply a concept perfectly. Instead, people learn in a cycle, moving through four distinct phases.

The Kolb Learning Model Kolb, 1984 1. Concrete Experience (Feeling) 2. Reflective Observation (Watching) 3. Abstract Conceptualization (Thinking) 4. Active Experimentation (Doing)

First, we learn something new. Next, we think about what we’ve learned and different ways we’d like to apply it. Then, we take what we’ve learned and apply it in the real world. Finally, we reflect on the experience and figure out where we could improve.

This is the part of the David Kolb Learning Model known as The Experiential Learning Cycle. That’s a brief outline of the steps, now here’s our take on the cycle and how it works.


What’s the Kirkpatrick Evaluation Model?

David Kolb’s Learning Cycle stages

The traditional stages of Kolb’s Model

Traditionally, the Experiential Learning Cycle of Kolb’s Model contains the following stages:

  1. Concrete Experience
  2. Reflective Observation
  3. Abstract Conceptualization
  4. Active Experimentation

Though these phases are numbered, Kolb’s Model is a cycle where learners can start and end at any phase.

Kolb’s theory has informed a lot of our decisions when it comes to external and internal projects. Through our learning and application of the model, we decided to modify it to make stages that are more clear, succinct, and actionable—creating a modern take on the Experiential Learning Cycle.

Our take on the stages of Kolb’s Model

Here are the four phases we use in our work from Kolb’s Model, and how they can be applied to learning design and development.

1. Discover

Similar to the Concrete Experience phase in Kolb’s Model, this is the part of the process where the learner first experiences a concept or learns it. This can come in the form of watching a video, attending a training, reading a book, or interacting with the world around us. We call this the discovery phase because it’s all about learning something new; it’s the start of the cycle and where the process of learning begins.

2. Plan

Once a learner gains new knowledge, the next step is to reconcile that knowledge with their existing worldview and plan ways to apply that knowledge. It involves reflecting on the learning experience, reviewing what’s missing, and planning how to integrate new concepts in the real world.

Practically speaking, the plan phase can be implemented into a course by processing and debriefing after introducing a new concept. This gives your learners the space to synthesize their knowledge and create a plan of action.

3. Apply

The apply phase is similar to the Active Experimentation phase in Kolb’s Model. While all phases of the cycle are necessary, application is the most important. This is where concrete experience in experiential learning happens. It’s the phase that helps learning “stick” and shows learners where their knowledge gaps are. This phenomenon of application exposing blind spots is known as The Illusion of Explanatory Depth.

In learning development, an impactful application phase is perhaps the most critical part of the entire process: it’s where the rubber hits the road for learners. This can be a great opportunity to allow learners to fail in a controlled environment through scenario learning or another form of immersive learning.

4. Reflect

In Kolb’s Abstract Conceptualization phase, the learner reflects in order to generate new ideas or modifications to what they’ve learned from their initial experience. In our reflect phase, the learner reflects on their application experience and figures out where they need to grow before starting the cycle again. 

Reflection can occur in an unstructured and independent way by encouraging learners to spend time thinking alone, in a structured and independent way through the use of journaling about an experience, or in a structured and social way through things like coaching or debriefing discussions.

Kolb Learning Styles

In addition to the Experiential Learning Cycle, David Kolb also developed learning styles to illustrate different ways people naturally take in information.

Kolb’s four learning styles are Diverging (feeling and watching), Assimilating (watching and thinking), Converging (doing and thinking), and Accommodating (doing and feeling). In Kolb’s theory, people have a tendency to have one of these four distinct styles which impacts the way they learn.

While we love David Kolb’s contribution to learning and value the experiential learning cycle, we want to be clear in our stance on learning styles: we don’t believe people only learn in these four ways. In contrast to Kolb, we believe all learners benefit from engaging with learning in multiple ways, and the best way to learn something is to have a holistic, well-rounded learning experience.

Applying Kolb’s Model

So, how does Kolb’s model help companies improve their learning? Drum roll, please, for the big takeaway… the Experiential Learning Cycle shows you how important it is to view learning as a process. Because people rarely learn something after a single exposure, it’s vital that companies ditch the “one and done” approach to training and adopt a more process-focused approach. A constant cycle of learning opportunities for your employees is what will make them, and by proxy the organization, the most successful.

Try combining Kolb’s Model with Bloom’s Hierarchy and the Kirkpatrick Model for a solid foundation for successful learning.

Have you read our other insights on Bloom’s Taxonomy and the Kirkpatrick Model yet?

Two additional models that back up our learning principles and philosophies. Maybe you could use them, too?

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