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Reflective Learning
Reflective learning is the key to team improvement and continued
empowerment. The reflective learning process or cycle has been described by
various researchers, but generally is considered to have four stages : reflection,
generalization, planning, and action (Daudelin, 1996 ; Dewey, 1910; Kolb, 1984;
Walton, 1986). In large measure, learning is the making of differences—the
sensing and understanding of discrepancies between what is desired and what
is actual, and refinement of behavior to make the desired difference. As the
environment changes and the team must make adjustments, this learning
process helps make more certain that the adjustments are in keeping with new
demands.
• Reflection is the first stage and refers to the skill of stepping back from
oneself and the team and reflecting on what has occurred. To a large
extent, what will be reflected upon is influenced by awareness, openness
to new experience, ability to discern discontinuities, and possession of a
vocabulary that articulately captures the experience. Reflection is also
influenced by the time available for repose and the extent to which it is
valued by the team or whether there are norms against it. The urgency
with which many tasks are presented to teams often implies they should
not take time for reflection. However, a lack of reflection either leaves the
team blindly continuing with unexamined procedures and processes,
using what has worked in the past without considering change, or not
leaving time to learn from experience.
• Generalization follows reflection and involves the observation of
patterns and linkage to previous knowledge. This allows the observer to
analyze the problem or interaction by drawing comparisons, making
inferences and interpretations, and formulating generalizations about
what has occurred. It also may enable the team to use theory to make
predictions in the next stage. If this stage is bypassed, action may be Requisite
based on the perception of isolated incidents rather than more important Conditions for
patterns or cycles that have more impact on problems. Team
• Planning is the third stage which moves the team and team member from Empowerment
conceptual abstraction to application. Based on the generalizations or
principles determined at the previous stage, the team can begin to
formulate hypotheses or “what if” conditions and design a plan for 23
changing how they work on a problem, task, or with each other. Without
this stage, teams may rush from identification and interpretation of
problems to knee jerk reactions without carefully planning strategic
interventions.
• Action marks a return to team interaction on task, but the plan
developed in the previous step is now implemented to make a difference.
Without returning to this stage, teams may be quite perceptive,
intellectually and strategically novel, but never get around to changing
anything.
In conclusion, the turbulence of the current business environment requires
innovative responses but is also tempting for quick fixes. Empowered teams
can be highly effective, but they are often at odds with an organizational culture
in transition or are poorly prepared for the new work structure. In order for
empowered teams to deliver the improvements to organization that are
expected, there must be supportive external conditions in both the external
business environment and organization management. Even more importantly,
teams themselves must ensure adequate skill acquisition by thorough team
building and reflective learning. These stages of team development and
reflection provide landmarks for empowerment. Without these the team
development and learning processes are truncated, team effectiveness suffers,
and the responsibilities of empowerment break down.
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