Explain how Kolb''s learning cycle might be applied to a small team of trainee marketing staff working under supervision in an international sports organisation. What teaching and learning approaches might be involved - Essay Example

Kolb’s learning cycle Kolb’s learning cycle Kolb’s learning styles operate both at the style and the stage level. Kolb perceives learning stages as integrated towards a general solution (Kolb, 2014). In the marketing training, it would be essential for the learners to instill marketing concepts in their work. To begin with, trainees would be categorized according to their preferred learning styles. This is because, at a working age, an individual is able to understand oneself comprehensively. In this way, individuals who prefer experience would undergo practical training sessions that involve actually doing some form of work. In this sense, the trainees would be able to make out patterns that they can use for future real marketing assignments. On the other hand, the logically oriented individuals would receive texts that they can utilize for drawing theories. Such theories could be useful for handling actual marketing assignments. Besides, the trainees inclined towards imagination would be transported to observe how other people carry out real marketing assignments.
It is, however, essential to design a four-stage cycle that every trainee would undergo. In the initial stage, while referring to Kolb’s concrete experience stage, would involve giving them mock marketing assignments (Kolb, 2014). In the second stage, the trainees would present their observations and draw given analyses out of the same. The third stage would involve discussions and brainstorming on the observations of every trainee. This means that every learner possesses knowledge of the diversity of marketing. In addition, learners would form theories that apply to their observations and analyses (Clifford & Thorpe, 2007). In the last stage, the trainees would receive actual marketing assignments that draw from the theories formed during training.
References
Clifford, J., & Thorpe, S. (2007). Workplace learning & development: delivering competitive advantage for your organization. London, UK: Kogan Page Ltd.
Kolb, D. A. (2014). Experiential learning: experience as the source of learning and development. New York, NY: Financial Times Pren Hall. Read More