Learning Circle
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Foundation Three: The Learning Circle
"Learning is like rowing upstream: not to advance is to drop back." - Chinese Proverb
The Learning Circle is a simple and practical model of effective learning. This model describes learning as a series of four steps for us to follow, four capacities for us to develop, and the pivotal importance of Guidance. The steps are repeated over and over thus giving us the opportunity to get better at learning and to make progress. The Learning Circle model applies to traditional operations and project work as well as primary learning environments such as research and innovation.
The Four Steps
The four steps in the Learning Circle are Reflection, Learning, Planning, and Action, and are followed one after another, over and over. It is possible to begin an endeavour with any of the four steps. The diagram below shows the Learning Circle Model:
1. Reflection The Reflection step is a pause in our activities where we gather data, impressions, history, stories, and any other observations about what we have done. In order to do this effectively, we must develop and exercise the capacity for Detachment – detachment from preconceived notions.
2. Learning In the Learning step we carefully examine the observations made in the Reflection step and "discover" new insights, skills, relationships, structures, failures or any other conceptual changes. We search for the principles involved in our work. In order to do this effectively, we must develop and exercise the capacity of Search – search for the underlying principles.
3. Planning In the Planning Step we apply the conceptual understandings we have developed. We use these newly discovered principles to systematically to create a plan of action. We should directly reflect in our planning each insight or principle we have learned. In order to do this step effectively, we must develop and exercise the capacity for Love – love for the act of learning.
4. Action In the Action Step, as an individual, team, or organization we carry out the plans we have created. We do our work. In order to do this effectively, we must have Courage – courage to plunge into the unknown.
The Four Capacities
Each of the four capacities in the Learning Circle are prerequisites for taking the next step. At the same time, as we exercise these capacities through the use of the Learning Circle, we develop these capacities within ourselves, in our teams and in our organizations. Our inner conditions and capabilities have an effect on our environment which in turn then has an effect on us. By going through the Learning Circle, we use and develop these four capacities:
1. Detachment The capacity for Detachment supports the Reflection step. Detachment is openness. Detachment means that we set aside our ego and objectively look at the evidence including facts, events and feelings.
2. Search The capacity for Search supports the Learning step. Search includes consultation, wisdom, discernment, judgement, and search for solutions.
3. Love The capacity for Love of the learning supports the Planning step. Love creates openness to Guidance. Love engenders vision, passion, and a sense of purpose.
4. Courage The capacity for Courage supports the Action step. Courage encompasses conscious choice, volition, willingness, and desire to act even in the face of uncertainty. In the beginning, we may not be strong in these capacities. However, with practice in the Learning Circle, we have the opportunity to grow and become comfortable with the Four Capacities. As they say “practice makes perfect.”
Guidance
Central to the effectiveness of the Learning Circle is the concept of Guidance. Guidance is the act of assisting an individual, team, or organization to reach a destination by accompanying, giving directions, or supplying with them advice. Guidance plays a pivotal role in developing our capacity and can be applied to all four steps and all four capacities. For individuals, teams, and organizations, Guidance is critical to be able to progress in the development of knowledge, skills or capacities. Guidance can come from within - a team member who has expertise can share it with the other team members. And Guidance can come from outside - we can bring experts into the organization, we can read books or web sites. Inspiration can also be thought of as a form of Guidance, for example a team member suddenly has a bright idea. Being open to receiving Guidance ensures that the Learning Circle is both organic and disciplined.
