The Experiential Learning Cycle of Kolb - Essay Example

Self Reflective Essay The experiential learning cycle of Kolb describes the adult learning process from experience. The cycle has four stages; concrete experience, reflective observation, abstract conceptualisation, and active experimentation (The experiential learning cycle). According to the theory, concrete experience is followed by reflection of the experience on a personal level. Based on the reflection, one may try to conceptualise some general rules followed by an attempt to see if the rules are logic. This leads to the next concrete experience. When I joined the OB team, I had a lot of expectations and hopes about my performance in the team. I dreamt of getting a good reputation the team, and I hoped to be happy as I always loved to be cared and appreciated by others. However, after joining the team, I realized that things were not exactly the same as I imagined. I was hardly getting any attention nor was I able to perform well as I had many areas in my work where I was weak. However, I was reluctant to seek others’ help as I thought it would make my position more vulnerable. In addition, as I was too sensitive to comments, even the slightest hints of neglect and negative comments depressed me. Soon, team activities became a nightmare for me. I became too conscious to avoid any mistake. In addition, I had a rather poor relation with other members of the team. The bitter experience that made me reflect upon my own nature took place in March 2011. There was a meeting of my team to develop a plan to handle a serious case. To my utter surprise and dismay, I found that I was given no important role to play in the case. Though removing me was not directly discussed, many members were indicating the need of bringing someone with proficiency and experience. This was much beyond my expectations and control. So, at tea time, I left the meeting. On reaching home, I analysed as to what went so seriously wrong in my case because things were moving further and further away from my hands, and if something was not done, the situation was going to ruin my career and life. I tried to analyze the problem from a neutral view point. As West (172) observes, there are three types of conflict in teams; conflict about the task, conflict about team processes, and interpersonal conflict. In my team, everyone seemed happy working together and I could not find any conflict about tasks. On the other hand, successful completion of each task made the members growing closer in their relations, though I was growing more and more disappointed about my poor contribution. Moreover, there was no conflict about team process, and even personal relations. I was the only element in the team that was feeling detached and disappointed. When I looked into my faults, I could find that the first problem about me was my introverted nature. It did not allow me to be a good team player. As Thomas and Kilman (as cited in West, 2004) identified, there are five personality styles. They are: (1) competitive- taking a firm stand, and is useful when defending against a malicious motive, (2) collaborative- cooperative and takes into consideration the view point of all, (3) compromising- trying to reach a solution that at least partially satisfy all, (4) accommodating- trying to accommodate the interests of the other group, often surrendering ones own, and (5) avoiding- trying to evade the conflict entirely. (Source: Conflict Resolution, Mindtools). When I looked into my own position, I found that it was more of an avoiding type. Though I was well aware about my abilities, my attitude was ‘good for nothing’ most of the time, giving me a non- competent image in the team. Yet another serious issue I could identify with me was my egocentric nature. As I mentioned, I had lack of knowledge in certain fields but my hesitation to ask others only exaggerated the problem. If I asked someone in my team, they would only be happy to offer a solution at any time I prefer. It was unwise from my part to cover up the issues. I seemed seriously erred in not handling issues in time. As experts opine, the first step of solving a conflict is to manage the conflict that is visible at present. In the second stage, the root cause of the conflict should be identified and treated (Managing conflict in the workplace). In addition, as Batros and Wehr (2002, p. 149) point out, all group relations have positive elements of attraction and negative ones of repulsion. To sum up, it becomes evident that conflicts are common in teams, and their early and effective removal will ensure that the team functions smoothly. A careful approach to the issues, reflecting on ones own stands, will help look at the issue from a different perspective. In my particular case, there was serious lack of communication that could jeopardize the safety of patients. As Watcher (2008, p.104) observes, communication problems are the most common reason behind serious medical errors. My team members deserve appreciation in the fact that they did not take a sloppy attitude towards my inability and lack of communication. If they showed sympathy towards my lack of ability, it could lead to serious errors. The analysis revealed that it is, to a great extent, my innate behaviour to communicate less with others. Even with my friends and family, I prefer to avoid much communication as my behaviour is avoidant in nature. I feel uncomfortable getting close to others. To make things worse, I am highly egocentric in nature, and this makes me reluctant to seek others’ help when necessary. Hence, many of my doubts in my field remained unsolved. In this particular incident, my response was the outburst of all these pent up tensions as things went wrong despite my best efforts to hide my deficiencies. Admittedly, I possess zero tolerance to humiliation, and in no way I am able to take criticism for constructive purposes. Thus, it became evident that there were many things that need to be improved. The first thing was my lack of communication. As a team member, it was important for me to communicate well with other members. The second thing was my ‘avoiding’ nature that made me stay away from issues. The third thing was my egocentric approach that prevented me from asking doubts. In addition, it made me feel let down whenever there was a criticism; either positive or negative. I never took criticism for constructive purposes. The next thing was my lack of knowledge that I could improve through discussions with others. From the above, it becomes evident that things could have been much better if I communicated well. Things could be totally different if I took the issues positively and used them as chances for self-reflection and further refinement. Now, it seems to me that all people go through such situations in their lives. It is necessary to take them for constructive purposes and to use them as chances to enhance communication. According to Kolb’s Experiential Learning Theory, the next stage is active experimentation. In my case, I can improve the situation by making necessary changes according to my observation. First of all, I will give up my egoistic attitude, and will improve my knowledge with the help of others. Secondly, I will improve my communication with others. In fact, adequate knowledge in the work will boost my confidence, thus leading to better communication, and better performance. References Batros, OJ & Wehr, PE 2002, Using Conflict Theory, Cambridge University Press. Correia AP July 2005, “Understanding Conflict in Teamwork: Contributions of a Technology-rich Environment to Conflict Management”, Indiana University. Conflict Resolution, Resolving Conflict Rationally and Effectively, Mindtools, viewed 20 April 2011 The Experiential Learning Cycle, n.d, viewed 20 April 2011 Managing Conflict in the Workplace, People Communicating, viewed 20 April 2011 West, MA 2004, Effective Team Work: Practical Lessons from Organizational Research, Wiley Blackwell. Oxford. Wachter, RM 2008, Understanding Patient Safety, McGraw-Hill Professional, US. Read More