MODELS OF REFLECTION
There are various models of reflection processes, and some of those are listed below.
Using models, or at least being aware of their similarities and differences, can help to deconstruct experiences, ensuring access to the deeper level reflective questions and issues, and ultimately provide a way to structure learning from situations.
Any of the models can act as a guide to assist an employee through the self reflective process and provide prompts to facilitate more detailed analysis and assessment.
Boud’s Model of Reflection (1985)
Boud’s model provides a very simple triangular representation of a reflective process although it has some limitations. It doesn’t guide us as to what reflection might consist of, or how the learning might translate back into experience.
From: The Open University website
Gibbs’ Reflective Cycle (1988)
Gibb’s model goes a little further and acknowledges that your personal feelings influence the situation and how you have begun to reflect on it. It builds on Boud’s model by breaking down reflection into evaluation of the events and analysis of the situation and there is a clear link between the learning that has happened from the experience and future practice.
The specific reference to feelings is important for consideration of the emotional element of the situation. As previously statedemotional intelligence is an important component of professional development and analysis and acknowledgement of emotions contributes significantly to the key emotional attribute of self awareness.
From: website
The next step is to use apply these models in a reflective process that employees can undertake.
