![]() ![]() Gibb’s (1988) model steps through six stages for reflection. Create an action plan for future action.Understand the impact of your actions in the situation and the available knowledge you and others had, and.Identify and describe the facts and feelings of the situation,. ![]() Starting with ‘What?’, these three simple questions act as an aid to critically analyse and reflect on an event you want to learn from. Here’s a couple you may find useful:ĭriscoll (1994) developed a really simple model for reflection, developed off of the back of work carried out by Borton (1970). Having said that, you might want use one of the many models that help you capture reflections. There’s no restriction on when reflection can happen, and it really doesn’t require any tools other than yourself and your own mind. Not everything will stick but take the strengths forward and see how you might adapt the actions that don’t always deliver the intended impact. It’s an opportunity to see the practice of others and see if those approaches can be incorporated into your own. Identify your strengths and examine how that good practice can be used in other areas of practice. ![]() The changes you identify are very rarely so specific that the learnings cannot be applied elsewhere. You can incorporate the changes into future deliveries, or into the design of new activities. Reflection is a cyclical process: experience, analysis, implement, repeat. It’s probably too late for this to be beneficial.
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