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Gibbs' Reflective Cycle

One of the most famous cyclical models of reflection leading you through six stages exploring an experience: description, feelings, evaluation, analysis, conclusion and action plan.

Gibbs' Reflective Cycle was developed by Graham Gibbs in 1988 to give structure to learning from experiences. It offers a framework for examining experiences, and given its cyclic nature lends itself particularly well to repeated experiences, allowing you to learn and plan from things that either went well or didn’t go well. It covers 6 stages:

Description of the experience
Feelings and thoughts about the experience
Evaluation of the experience, both good and bad
Analysis to make sense of the situation
Conclusion about what you learned and what you could have done differently
Action plan for how you would deal with similar situations in the future, or general changes you might find appropriate.

Below is further information on:

The model – each stage is given a fuller description, guiding questions to ask yourself and an example of how this might look in a reflection
Different depths of reflection – an example of reflecting more briefly using this model

This is just one model of reflection. Test it out and see how it works for you. If you find that only a few of the questions are helpful for you, focus on those. However, by thinking about each stage you are more likely to engage critically with your learning experience.

A circular diagram showing the 6 stages of Gibbs' Reflective cycle

This model is a good way to work through an experience. This can be either a stand-alone experience or a situation you go through frequently, for example meetings with a team you have to collaborate with. Gibbs originally advocated its use in repeated situations, but the stages and principles apply equally well for single experiences too. If done with a stand-alone experience, the action plan may become more general and look at how you can apply your conclusions in the future.

For each of the stages of the model a number of helpful questions are outlined below. You don’t have to answer all of them but they can guide you about what sort of things make sense to include in that stage. You might have other prompts that work better for you.

Description

Here you have a chance to describe the situation in detail. The main points to include here concern what happened. Your feelings and conclusions will come later.

Helpful questions:

What happened?
When and where did it happen?
Who was present?
What did you and the other people do?
What was the outcome of the situation?
Why were you there?
What did you want to happen?

Example of 'Description'

Here you can explore any feelings or thoughts that you had during the experience and how they may have impacted the experience.

What were you feeling during the situation?
What were you feeling before and after the situation?
What do you think other people were feeling about the situation?
What do you think other people feel about the situation now?
What were you thinking during the situation?
What do you think about the situation now?

Example of 'Feelings'

Here you have a chance to evaluate what worked and what didn’t work in the situation. Try to be as objective and honest as possible. To get the most out of your reflection focus on both the positive and the negative aspects of the situation, even if it was primarily one or the other.

What was good and bad about the experience?
What went well?
What didn’t go so well?
What did you and other people contribute to the situation (positively or negatively)?

Example of 'Evaluation'

The analysis step is where you have a chance to make sense of what happened. Up until now you have focused on details around what happened in the situation. Now you have a chance to extract meaning from it. You want to target the different aspects that went well or poorly and ask yourself why. If you are looking to include academic literature, this is the natural place to include it.

Why did things go well?
Why didn’t it go well?
What sense can I make of the situation?
What knowledge – my own or others (for example academic literature) can help me understand the situation?

Example of 'Analysis'

Conclusions.

In this section you can make conclusions about what happened. This is where you summarise your learning and highlight what changes to your actions could improve the outcome in the future. It should be a natural response to the previous sections.

What did I learn from this situation?
How could this have been a more positive situation for everyone involved?
What skills do I need to develop for me to handle a situation like this better?
What else could I have done?

Example of a 'Conclusion'

Action plan.

At this step you plan for what you would do differently in a similar or related situation in the future. It can also be extremely helpful to think about how you will help yourself to act differently – such that you don’t only plan what you will do differently, but also how you will make sure it happens. Sometimes just the realisation is enough, but other times reminders might be helpful.

If I had to do the same thing again, what would I do differently?
How will I develop the required skills I need?
How can I make sure that I can act differently next time?

Example of 'Action Plan'

Different depths of reflection.

Depending on the context you are doing the reflection in, you might want use different levels of details. Here is the same scenario, which was used in the example above, however it is presented much more briefly.

Adapted from

Gibbs G (1988). Learning by Doing: A guide to teaching and learning methods. Further Education Unit. Oxford Polytechnic: Oxford.

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Learn From Your Past Experience with Gibb’s Reflective Cycle
Exploring Different Types of Reflection Models with Examples

You must have heard about Gibbs' reflective cycle. It is a widely prominent reflective cycle that helps individuals to work through past experiences and improve future practices. Gibbs' The reflective cycle was developed by Graham Gibbs in 1988 with the main aim of structuring individual learnings from past experiences (Markkanen et al., 2020). Effective utilization of this cycle offers a wide opportunity to examine past experiences and improve future actions.

Six stages of gibbs' reflective cycle.

Example of Gibbs' reflective cycle

Hence, the efficacious use of Gibbs' reflective cycle helps individuals to learn from past experiences that went well as well as past experiences that did not. The 6 stages of Gibbs' cycle include description, feelings, evaluation, analysis, conclusion, and action plan (Smith & Roberts, 2015).

For each step of this framework, you can work on a set of helpful questions given below to properly reflect on your past experiences and situations.

Stage 1: Description

The first step in Gibbs' reflective cycle is a description where you get an opportunity to properly describe a situation based on your experience. The following questions can assist you in describing your experience are

What happened? In this, you will explain the factual information about the experience you want to reflect upon.
Why did it happen? In this, you will underline the main reason behind the occurrence of the event.
What did you do? While answering this question, you will highlight all the actions taken by you.
Who was present? In this, you will highlight all the people that were present during the event.
What were the major outcomes? In this, you will underline the results of the actions that were taken by you.

Using these questions, you will provide complete background information about an incident as well as a factual description of the event you want to reflect upon.

Stage 2: Feelings

The second step in Gibbs’ reflective cycle is an analysis of your feelings where you can describe your thoughts as well as feelings in detail to reflect on the corresponding experience of your feelings. You can reflect on this phase on the basis of a few assisting questions given below:

What did you feel? In this section, you will highlight your feelings during the experience.
Why did you feel this way? You will highlight the major reasons behind feeling the way you were feeling.
How did other external factors influence your feelings? In this section, you will underline the positive or negative influence of other external factors such as the environment, and other involved people on your feelings.
How did other internal factors influence your feelings? In this section, you will highlight the influence of various internal factors such as mindset, attitude, and physical or mental health.

These questions will help you to describe your feelings and the way in detail and will also assist in making the reader understand your emotional aspect from the incident you are reflecting upon.

Stage 3: Evaluation

In the evaluation phase, you get a chance to properly evaluate what worked well and what didn't work well. This phase includes the evaluation of experiences from both good as well as bad points, allowing you to mentally create a report of the experience. Below given are the questions that can be answered in this phase

What worked well? In this, you will highlight the positive outcomes of your actions throughout the experience.
What didn't work well? This will highlight all the negative outcomes of your actions taken by you throughout the experience.
What did you contribute? Through this question, you will highlight your contribution to the whole experience.
What did others contribute? While answering this question, you will highlight the actions of others that were involved in the situation.
What was missing? In this, you will highlight the actions that were missing in the experience as per your opinion.

Based on these questions, you can honestly and objectively evaluate the past situation which will also help you in setting a base for future actions.

Stage 4: Analysis

In an analysis phase, you can make sense of a whole situation and determine the exact meaning of a situation along with the reasons for its success or failure. Some helpful questions for the analysis phase of Gibbs’ reflective cycle include

Why did things not work well? In this, you will point out the reason as per your knowledge that contributed to the failures of your actions in your experience.
Why did things go well? Through this section, you will highlight the reasons behind the success of your actions.
What is the exact meaning that we can drive from a situation? While answering this question, you will highlight the overall analysis of the situation.

Based on the analysis, you can get a clear picture of the situation and ensure that every aspect of the situation is covered and understood meticulously.

Stage 5: Conclusion

After a proper situation analysis, you can also conclude the whole situation by reflecting on your learnings. In this phase, you can highlight changes that you need to make to your actions while dealing with future situations. In this phase, a list of questions includes

What did you learn? In this, you will highlight all of your main learnings of the situation.
What skills do you need to gain to handle situations more effectively? Through this, you will highlight the requirements of the skills for handling the situation better in the future.
What else could you have done to deal with situations differently? In this, you will highlight the alternative actions that you could have taken to respond to the same situation in a different manner.

After the analysis, in the conclusion phase, using the above questions, you will clearly outline your learnings and the skills gained through the experience.

Stage 6: Action plan

In the action plan stage in Gibbs’ reflective cycle, you can plan to deal with future situations. It is an important phase of this reflective cycle as this phase helps to determine ways to deal with similar situations in the future and actions that you need to take to improve your ability to deal with various situations. Some questions that can be considered in this stage include

How will you deal with this situation more effectively in the future? In this, you will highlight the actions that you have thought of that will help you in dealing with a similar situation differently in the future.
How will you develop your skills and abilities to deal with similar situations? In this situation, you will highlight the methods in which you will develop the skills for dealing with situations more effectively.

After understanding the cycle, let us now take an example of reflective practice in health education to reflect on the learning situation using Gibbs’ reflective cycle.

Gibbs’ reflective cycle example in health education

Case assessment - This reflective example will highlight the experience of students in a group task of completing a health project. In this, a student will reflect upon a group task assigned to students during their MSc in health practice.

While doing my MSc in health practice, I was required to engage in various group work assignments and during a certain group work task, my team members decided to divide tasks among group members. All team members encouraged me to divide the tasks among the team. I divided tasks among team members according to their knowledge regarding various healthcare practices to ensure that all tasks are completed within a set deadline. All team members encouraged me to divide the tasks among the team. I divided tasks among team members according to their knowledge regarding various healthcare practices to ensure that all tasks are completed within a set deadline. However, I failed to consider the risk of various contingencies in completing projects and the same occurred when one of our team members was hospitalized due to some health emergency which resulted in a lack of task completion assigned to that team member. My whole team was present when I got a call from the injured team member about the accident that occurred to him. This then resulted in an increased burden to complete tasks among team members and failure to complete a task on time.

Before beginning the health project, I was very confident regarding my team management capabilities. I felt that our team will be able to complete assigned tasks on time due to my strong knowledge and abilities. I was already feeling very guilty that our project got delayed because of my lack of planning but the external factors made me feel even worse. Other than that, I felt like it was my overconfidence that made me feel more guilty because things did not work as planned.

During the group health project, a thing that worked well was the effort of team members to complete work within the extended deadline was cooperation as well as motivation among all team members. However, I believe that the hospitalization of one team member resulted in a lack of task completion on time. I felt that contingency planning is one most important requirement in a team project which was missing in this project. Thus, I believe that I am also responsible for the bad repercussions of this situation as I failed to properly plan and did not consider the risks of contingencies in a group. But still, till the end, everyone contributed effectively and did not lose hope till the end and gave their best.

I think the major reasons behind the successful completion were group efforts, cooperation abilities, self-identification of strengths, effective division of tasks, and ability to help others. However, the only thing that created a problem in completing a project is a lack of time management and planning capabilities. Through this whole experience, I believe that I need to focus on improving my time management skills as well as leading the ability to effectively manage group tasks.

After getting into this group health project, I got to know that time management and contingency planning are important skills that every project manager needs to possess to effectively manage group tasks. I also found that team management is possible only through the cooperation of team members as well as their effort to give the best results to a team project. I learned that as a project manager, it is always better to have a contingency plan ready for implementation than to develop one as risk is taking its toll (Heimann, J. F. 2000). However, I found that various problems can arise in a group task which could be managed effectively by making contingency plans for such situations in advance. I would have prepared contingency plans in the beginning and I believe that it would have helped me in dealing with situations differently.

In order to deal with this situation in the future, I have decided that I will use various time management tools such as PERT and CPM while planning various group tasks to keep separate times for various contingencies. For enhancing my time management and planning skills, I have decided to use time management skills such as making time tables and assigning time blocks for each task. If a similar situation occurs again in the future, I will ensure that in the planning phase only, I take time for contingency planning and plan things accordingly.

How to reference Gibbs reflective cycle?

To reference Gibbs' reflective cycle, include the author's name "Gibbs" and the publication year (if available) in parentheses. For instance, in APA style, it would be: (Gibbs, 1988). If you use a direct quote, add the page number as well.

Can Gibbs' Reflective Model be used in any profession?

Yes, the model is versatile and applicable in various professions and fields, including education, healthcare, social work, and more.

What are the disadvantages of Gibb's reflective cycle?

Gibbs' reflective cycle lacks a strong theoretical foundation and may not suit complex or long-term learning experiences. Some of you may even find its structured approach restrictive that could potentially overlook unique aspects of individual experiences. Additionally, it may not be universally applicable to various learning contexts.

Previous Model

Markkanen, P., Välimäki, M., Anttila, M., & Kuuskorpi, M. (2020). A reflective cycle: Understanding challenging situations in a school setting. Educational Research, 62(1), 46-62. https://doi.org/10.1080/00131881.2020.1711790

Smith, J., & Roberts, R. (2015). Reflective Practice. Vital Signs For Nurses, 222-230. https://doi.org/10.1002/9781119139119.ch14

Heimann, J. F. (2000). Contingency planning as a necessity. Paper presented at Project Management Institute Annual Seminars & Symposium, Houston, TX. Newtown Square, PA: Project Management Institute.

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Article • 5 min read

Gibbs' Reflective Cycle

Helping people learn from experience.

By the Mind Tools Content Team

Many people find that they learn best from experience.

However, if they don't reflect on their experience, and if they don't consciously think about how they could do better next time, it's hard for them to learn anything at all.

This is where Gibbs' Reflective Cycle is useful. You can use it to help your people make sense of situations at work, so that they can understand what they did well and what they could do better in the future.

What Is Gibbs' Reflective Cycle?

Professor Graham Gibbs published his Reflective Cycle in his 1988 book " Learning by Doing ." It's particularly useful for helping people learn from situations that they experience regularly, especially when these don't go well.

Gibbs' cycle is shown below.

Figure 1 – Gibbs' Reflective Cycle

From "Learning by Doing" by Graham Gibbs. Published by Oxford Polytechnic, 1988.

Gibbs' original model had six stages. The stage we haven't covered here is "Analysis" – we've included this as part of the Evaluation stage.

Using the Model

You can use the model to explore a situation yourself, or you can use it with someone you're coaching – we look at coaching use in this article, but you can apply the same approach when you're on your own.

To structure a coaching session using Gibbs' Cycle, choose a situation to analyze and then work through the steps below.

Step 1: Description

First, ask the person you're coaching to describe the situation in detail. At this stage, you simply want to know what happened – you'll draw conclusions later.

Consider asking questions like these to help them describe the situation:

When and where did this happen?
Why were you there?
Who else was there?
What happened?
What did you do?
What did other people do?
What was the result of this situation?

Step 2: Feelings

Next, encourage them to talk about what they thought and felt during the experience. At this stage, avoid commenting on their emotions.

Use questions like these to guide the discussion:

What did you feel before this situation took place?
What did you feel while this situation took place?
What do you think other people felt during this situation?
What did you feel after the situation?
What do you think about the situation now?
What do you think other people feel about the situation now?

It might be difficult for some people to talk honestly about their feelings. Use Empathic Listening at this stage to connect with them emotionally, and to try to see things from their point of view.

You can use the Perceptual Positions technique to help this person see the situation from other people's perspectives.

Step 3: Evaluation

Now you need to encourage the person you're coaching to look objectively at what approaches worked, and which ones didn't.

What was positive about this situation?
What was negative?
What went well?
What didn't go so well?
What did you and other people do to contribute to the situation (either positively or negatively)?

If appropriate, use a technique such as the 5 Whys to help your team member uncover the root cause of the issue.

Step 4: Conclusions

Once you've evaluated the situation, you can help your team member draw conclusions about what happened.

Encourage them to think about the situation again, using the information that you've collected so far. Then ask questions like these:

How could this have been a more positive experience for everyone involved?
If you were faced with the same situation again, what would you do differently?
What skills do you need to develop, so that you can handle this type of situation better?

Step 5: Action

You should now have some possible actions that your team member can take to deal with similar situations more effectively in the future.

In this last stage, you need to come up with a plan so that they can make these changes.

Once you've identified the areas they'll work on, get them to commit to taking action, and agree a date on which you will both review progress.

Frequently Asked Questions About Gibbs' Reflective Cycle

What is purpose of Gibbs' Reflective Cycle?

The reflective cycle is a way to better learn from experience. It can be used to help people learn from mistakes, to make sense of situations, and analyse and refelct on their reactions to different situations.

What are the six stages of reflection?

The stages of Gibbs' Reflective Cycle are the following: descrition, feelings, evaluation, conclusion, and action. In the original model Gibbs included a sixth stage, analysis, which we've included in the evaluation stage.

What is the difference between Gibbs and Kolb's reflective cycles?

David Kolb's cycle has only four stages: concrete experience, reflective observation, abstract conceptualization, and active experimentation. Kolb's model is more about explaining the concept of what he calls "experiential learning" – whereas Gibbs' cycle is an attempt to provide a practical method for learning from experience.

This tool is structured as a cycle, reflecting an ongoing coaching relationship. Whether you use it this way depends on the situation and your relationship with the person being coached.

Graham Gibbs published his Reflective Cycle in 1988. There are five stages in the cycle:

Description.
Evaluation.
Conclusions.

You can use it to help team members think about how they deal with situations, so that they can understand what they did wel and where they need to improve.

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Gibbs’ Reflective Cycle

What is the gibbs' reflective cycle.

The Gibbs’ Reflective Cycle is a Tool that helps professionals Grow and Learn from their past Experiences .

To do this, it proposes to analyze the Situations in which someone wants to Improve.

Drawing Conclusions that allow us to do things better in the future.

It consists of 6 Repetitive Steps (a cycle):

Description .
Evaluation .
Conclusion .
Action Plan .

This cycle must be repeated until Obtaining the Desired Results .

The Six Steps of Gibbs' Reflective Cycle

1. Description : Describe in detail the Situation in which you want to improve .

A Negotiation, A Decision you made, a Discussion with your employees, etc.

2. Feelings : Reflect on How you Felt in that Situation, How you Coped with it.

Did you feel Insecure? Did you feel Determined? Did you Hesitate?

3. Evaluation : Evaluate the Experience and its Outcome , Objectively.

What Consequences did it have, What worked, What did not, etc.

4. Analysis : Analyze the Reasons that explain the Result of this Situation.

Why something worked or didn’t work. Why you Made that Decision, etc.

5. Conclusion : Get the Lessons from this Analysis; How to do things better.

What could have been done better? What could be done in a different way?

6. Action Plan : Develop and Implement a Plan to do things better.

Applying the Conclusions obtained in this Cycle.

Repeat the Cycle until Reaching the Desired Results .

Gibbs’ Reflective Cycle Template

Now, before sharing some examples , we want to explain one important thing:

How to use this Cycle .

We know that it can get a bit Confusing (Feelings, Action Plan, etc).

That is why we’ll offer you a Guideline that you can Follow .

It can be used for your Personal Analysis or, in Coaching Situations.

How to use the Gibbs Reflective Cycle

Description : Details are important, as is the Context of any Situation.

The Place and People Involved.
What Interactions happened.

Feelings : They Can give us a Clue as to what we need to Improve .

If we feel Insecure, it is usually because we do not know the Subject well enough.
What made you feel Uncomfortable?
What made you feel Determined?

Evaluation : Here, you should not try to find Reasons , only Facts .

What worked, What didn’t work, and under What Circumstances.
The Outcome: What happened After the Situation?

Analysis : Now it is the time to find the Whys .

Why is the Reason something Worked? The Root Cause.
Potential Root causes causing you a Problem.

Conclusions : Time to “Connect the Dots” and obtain Solid Conclusions .

What Solid Conclusions have you Obtained?
What Could have been done better?

Action Plan : Now, you have to put things into Practice .

Set Specific, Measurable, Realistic and Time-Related Goals.
Use Objective Metrics.

Let’s see some examples:

Gibbs Reflective Cycle examples

Now, let’s Imagine that you have recently been Promoted to Manager .

You are very happy about it, but you do not feel very Comfortable when you face your employees .

Sometimes you have to impose yourself, so that what you say is done.

Also, it is something you would like to Improve on .

That is Why you decided to use Gibbs’ Reflective Cycle .

Let’s see How you use it:

Description - Gibbs Reflective Cycle example

The Situation in which you want to Improve :

It is You and your Employees (no matter Who).
You are In front of them alone or in a collective meeting.
You Want things to be done in a New way.
You Tell them how they have to do things from now on .

Feelings - Gibbs Reflective Cycle example

After thinking Carefully about it, you Discover that you Felt :

Anxious about Compelling People to do Something.
Insecure about you Authority.
Determined about the Need of doing the Things in a New Way.

Evaluation - Gibbs Reflective Cycle example

You then Evaluate what happens in these Situations :

You Compel your employees to do what you say.
They obey you.
Those who know you best Respond much better to your Commands .
Those who don’t know you are more Reluctant to change .

Analysis - Gibbs Reflective Cycle example

Now, you start thinking about the Whys :

This makes you Feel Insecure.
They don’t make you Feel Anxious or Insecure .
That and , the fact that you are New in the Position .

Conclusion - Gibbs Reflective Cycle example

You Obtain important Conclusions from this Analysis :

Or People that don’t know your Skills when making decisions.

This People are Reluctant to “obey” you, and make you Feel Insecure and Anxious.

So they will Trust you more.
And they will Trust your Authority more.

Action Plan - Gibbs Reflective Cycle example

Finally, you decide to Develop an Action Plan :

Starting with those who know you least.
Comparing the Previous Results with the Current ones.

You Estimate that you will need 2 months to have met with all your employees.

And decide if you need to repeat this Cycle again.

The Gibbs’ Reflective Cycle is a Tool that helps professionals Grow and Learn from their past Experiences.

Consists of 6 Repetitive Steps that must be repeated until getting the desired Results:

Description : Describe in detail the Situation in which you want to improve.
Feelings : Reflect on How you Felt in that Situation, How you Coped with it.
Evaluation : Evaluate the Experience and its Outcome, Objectively.
Analysis : Analyze the Reasons that explain the Result of this Situation.
Conclusion : Get the Lessons from this Analysis; How to do things better.
Action Plan : Develop and Implement a Plan to do things better.
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How To Lead a Gibbs Reflective Cycle Exercise (+Template)

When was the last time you or your team stepped back and learned from an experience or situation at work? For many who are fighting to meet tight deadlines and deliver on pressing projects, taking time to learn from experience and reflect on situations falls by the wayside.

However, new research shows that is a mistake, as taking time to reflect on scenarios at work improves performance in the long run. Harvard Business School Professor Francesca Gino explains why: "When we stop, reflect, and think about learning, we feel a greater sense of self-efficacy. We're more motivated, and we perform better afterward." To make reflection an intentional activity for your team, you’ll want to run a Gibbs Reflective Cycle exercise to help you make reflection an intentional activity. In this article, we’ll review the Gibbs Reflective Cycle, the corresponding model, and how to run the exercise, as well as provide you with a template you can use with your own team.

What is the Gibbs Reflective Cycle?

What is the Gibbs Model of Reflection?
How To Lead a Gibbs Reflective Cycle Exercise
Gibbs Reflective Cycle Template

The Gibbs Reflective Cycle is a systematic process that individuals and teams can use to reflect upon and learn from their experiences at work. Originally put forth by Professor Graham Gibbs in his 1988 book, Learn by Doing , the Gibbs Reflective Cycle is a step-by-step approach to analyzing and understanding the complexities of workplace situations. The purpose is to gain valuable insights and improve decision-making in the future.

What is the Gibbs Model of Reflection? What Are the Six Stages?

The Gibbs Reflective Cycle centers on a model that consists of six stages, known as the Gibbs Model of Reflection. The model outlines the process by which individuals and teams follow to learn from different experiences at work. Here are the six stages and a brief description of each:

Description
Action Plan

The Gibbs Reflective Cycle - Niagara Institute

1. Description

The Gibbs Reflective Cycle starts by objectively describing the situation or experience that is to be evaluated and reflected upon. In this stage, you will provide details regarding the context and individuals involved, as well as any relevant background information.

2. Feelings

The second step in the Gibbs Reflective Cycle is to explore your emotions during the experience in question. Here, you will note the positive and negative feelings you had during the experience. Identifying and acknowledging emotions is critical to gaining a deeper understanding of the situation.

3. Evaluation

At this stage of the Gibbs Reflective Cycle, you break down the experience into two areas - what went well and what could have been improved. It is in this stage that you will assess the strengths and weaknesses of your approach, considering both your actions and the outcomes.

4. Analysis

Now, it’s time to dig deeper into the situation to determine the root cause of the underlying factors contributing to the outcomes. Here is where you’ll begin to make sense of what happened by taking the details of what happened (steps one to three) and the meaning behind it.

5. Conclusion

Equipped with your analysis of the situation, you will want to summarize the key learnings from your reflection. Here, you will identify what you learned from this experience and the insights you will apply to similar situations in the future.

6. Action Plan

The last step of the Gibbs Reflective Cycle is to create an action plan based on your analysis and conclusions outlining the specific steps to be followed to improve performance or address any skill gaps. In this final reflection step, you will want to set measurable goals and define actionable strategies, such as a training plan , to help you implement the lesson learned and grow as an individual or team.

Instructions: How To Lead a Gibbs Reflective Cycle Exercise to Learn from Experience

Gibbs Reflective Cycle Template from Niagara Institute

Step 1: Pick the Situation and Detail What Happened

You will likely already have an idea of the situation in which you want your team to learn from experience. Situations often include when something goes wrong, a mistake is made , negative feedback is received, there is a conflict , a timeline isn’t met, or a goal is not achieved. Once the situation is determined, ask your team a series of questions to help describe the situation in detail. Here is a list of example questions you might ask:

When did this happen?
Who was involved?
What happened?
What was the team’s/individual’s response?
What was the response of the other people involved?
What was the outcome of this situation?

Step 2: Explore Feelings and Reactions

The next step is to explore the feelings and reactions related to the situation. The goal is to bring awareness to how certain feelings may have impacted the experience. Here is a list of example questions you might ask to encourage this level of reflection:

What were your/the team’s feelings during the situation?
What were your/the team’s feelings before and after the situation?
What do you think other people were feeling about the situation?
What do you think they feel about the situation now?
What were you thinking during the situation?
What do you think about the situation now that some time has passed?

Step 3: Evaluate What Worked and What Didn’t

Once the situation has been clearly defined and feelings have been explored, it’s time to evaluate the situation by looking at the positives and negatives. While it may be hard, it is important that you and your team are objective and honest in your evaluation. Here are a few example questions you might ask during this step:

What worked? What was good about the experience?
What didn’t work? What was bad about the experience?
What positive aspects did you, the team, and others contribute to the situation?
What negative aspects did you, the team, and others contribute to the situation?
Was the situation resolved in the end?

Step 4: Determine the Root Cause of the Situation

Next, you will want to identify the root cause of the situation or experience. You should draw upon theory or literature to help explain what happened. The Niagara Institute has a robust library of articles on teamwork, leadership, communication, and conflict management, to name a few. Here are a few questions to ask to help your team get to the bottom of the root cause:

Why did things go well/badly?
Could you/the team respond in a different way?
What could have been done differently to improve the situation?
Is there any theory or literature that can explain what happened?

Step 5: Summarize What Happened and What Was Learned

Once that is complete, you and your team will need to come to a conclusion regarding what happened and what you have learned from it. Encourage your team to review the situation again by assessing the information you’ve gathered and tracked from the previous steps. To get them to do so, ask the following types of questions:

What was learned from this situation?
What could have been done differently to make this a more positive experience for everyone involved?
What can you/the team now do better?
What skills (individual or team) are needed to ensure a better outcome next time?
Are there any new processes that should be implemented to ensure a better outcome?

Step 6: Create An Action Plan

The final step is to create an action plan that will help ensure similar situations are avoided or handled more effectively in the future. You’ll want to address any skill gaps, process improvements, or behavioral changes that need to be made. Doing so will show your leaders and those you lead that you’re proactive in making changes to ensure the outcome of a similar situation in the future will be different. Here are a few questions you may ask at this point:

What skills or behaviors need to be developed?
What plans, policies, or procedures need to be implemented?
How will you/your team hold each other accountable to ensure the outcome is different next time?

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Gibbs' Reflective Cycle

May 9, 2023

Delve into Gibbs' Reflective Cycle, a powerful tool fostering critical thinking, deep learning, and professional growth through reflection.

Main, P (2023, May 09). Gibbs' Reflective Cycle. Retrieved from https://www.structural-learning.com/post/gibbs-reflective-cycle

What is Gibbs' Reflective Cycle?

Gibbs' Reflective Cycle is a popular model for reflection, acting as a structured method to enable individuals to think systematically about the experiences they had during a specific situation.

Gibbs’ Reflective Cycle is a widely used and accepted model of reflection . Developed by Graham Gibbs in 1988 at Oxford Polytechnic, now Oxford Brookes University, this reflective cycle framework is widely used within various fields such as healthcare, education, and management to enhance professional and personal development . It has since become an integral part of reflective practice, allowing individuals to reflect on their experiences in a structured way.

The cycle consists of six stages which must be completed in order for the reflection to have a defined purpose. The first stage is to describe the experience. This is followed by reflecting on the feelings felt during the experience, identifying what knowledge was gained from it, analyzing any decisions made in relation to it and considering how this could have been done differently.

The final stage of the cycle is to come up with a plan for how to approach similar experiences in future.

Gibbs' Reflective Cycle encourages individuals to consider their own experiences in a more in-depth and analytical way, helping them to identify how they can improve their practice in the future.

A survey from the British Journal of Midwifery found that 63% of healthcare professionals regularly used Gibbs' Reflective Cycle as a tool for reflection.

"Reflection is a critical component of professional nursing practice and a strategy for learning through practice. This integrative review synthesizes the literature on nursing students’ reflection on their clinical experiences." – Beverly J. Bowers, RN, PhD

The Six Stages of Gibbs' Reflective Cycle

The Gibbs reflective cycle consists of six distinct stages: Description, Feelings, Evaluation, Analysis, Conclusion, and Action Plan. Each stage prompts the individual to examine their experiences through questions designed to incite deep and critical reflection. For instance, in the 'Description' stage, one might ask: "What happened?". This questioning method encourages a thorough understanding of both the event and the individual's responses to it.

To illustrate, let's consider a student nurse reflecting on an interaction with a patient. In the 'Description' stage, the student might describe the patient's condition, their communication with the patient, and the outcome of their interaction. Following this, they would move on to the 'Feelings' stage, where they might express how they felt during the interaction, perhaps feeling confident, anxious, or uncertain.

The 'Evaluation' stage would involve the student reflecting on their interaction with the patient, considering how they could have done things differently and what went well. In the 'Analysis' stage, the student might consider the wider implications of their actions and how this impacted on the patient's experience.

Finally, in the 'Conclusion' stage, the student would summarise their reflections by noting what they have learned from the experience. They would then set an 'Action Plan' for how they will apply this newfound knowledge in their future practice.

Gibbs' Reflective Cycle is a useful tool for nurses to utilize in order to reflect on their past experiences and improve their practice. By using reflective questions , nurses can actively engage in reflection and identify areas for improvement.

Description : Start by objectively recounting the experience. Helpful questions to ask include: What happened? Who was involved? When and where did this occur?
Feelings : Capture your emotional response to the experience. It's essential to acknowledge both positive and negative emotions, as they significantly affect our interpretation of the event.
Evaluation : Assess the good and bad aspects of the experience. What worked well, and what didn't? What were the positive impacts and negative consequences?
Analysis : Dig deeper into understanding why things unfolded as they did. This analysis stage is where you draw on relevant literature and professional knowledge to interpret the experience.
Conclusion : Determine what you could have done differently and what you've learned from the experience.
Action Plan : Develop a plan detailing what you'll do if a similar situation arises in the future.

Examples of the Reflective Model in Practice

The Gibbs Reflective Cycle, a model of reflection, can be a powerful tool for learning and personal development across various vocations. Here are five fictional examples:

Nursing : A nurse named Jane had a challenging interaction with a patient. Using the Gibbs Reflective Cycle, she first described the situation and her initial reactions. She then reflected on her feelings, identifying negative emotions that arose. During the analysis stage, she realized that her communication skills needed improvement. She concluded that better communication could have led to a more positive outcome. Finally, she developed a personal development plan to improve her communication skills, demonstrating the positive impacts of deep level reflection.
Teaching : A teacher, Mr. Smith, had difficulty managing his classroom . He used the Gibbs Reflective Cycle to reflect on a particularly chaotic day. He identified negative aspects of his classroom management strategy and, through critical thinking, realized that he needed to set clearer expectations for his students. He then developed a plan to implement these changes, showing how the approach to reflection can lead to actionable improvements .
Customer Service : Sarah, a customer service representative, received constructive feedback from a customer who was dissatisfied with the service. She used the Gibbs Reflective Cycle to reflect on the interaction, identifying her feelings of disappointment and analyzing what went wrong. She concluded that she needed to improve her problem-solving skills and developed a plan to do so.
Management : A manager, Tom, struggled with delegating tasks to his team. He used the Gibbs Reflective Cycle to reflect on a project that was delayed due to his reluctance to delegate. He identified his fear of losing control as a negative emotion and realized during the analysis stage that trust in his team was crucial. He then developed a plan to practice delegation in future projects.
Counseling : A counselor, Dr. Lee, felt that her recent sessions with a client were not productive. She used the Gibbs Reflective Cycle to reflect on these sessions . She identified feelings of frustration and, upon analysis, realized that she needed to adjust her counseling techniques to better suit her client's needs. She then developed a plan to implement these changes.

These examples illustrate how the Gibbs Reflective Cycle can facilitate learning and reflection across different vocations, leading to personal and professional growth.

An Exploration of Gibbs' Model

Gibbs' Reflective Cycle offers a structured approach to reflection, making it a helpful tool for educators and learners alike. The model encourages critical reflection , stimulating the ability to analyze experiences through questions and transform them into valuable learning opportunities.

Experiential Learning , a concept closely tied with reflection, suggests that we learn from our experiences, particularly when we engage in reflection and active experimentation . Gibbs' model bridges the gap between theory and practice, offering a framework to capture and analyze experiences in a meaningful way.

By using Gibbs' model, educators can guide students through their reflective process , helping them extract valuable lessons from their positive and negative experiences.

Application of Gibbs' Reflective Cycle in Real-World Scenarios

The flexibility and simplicity of Gibbs' Reflective Cycle make it widely applicable in various real-world scenarios, from personal situations to professional practice.

For instance, Diana Eastcott, a nursing educator, utilized Gibbs' model to facilitate her students' reflection on their clinical practice experience. The students were encouraged to reflect on their clinical experiences, analyze their reactions and feelings, and construct an action plan for future patient interactions. This process not only enhanced their professional knowledge but also fostered personal growth and emotional resilience.

In another example, Bob Farmer, a team leader in a tech company, used Gibbs' Cycle to reflect on a project that didn't meet expectations. He guided his team through the reflective process, helping them identify areas for improvement and develop strategies for better future outcomes.

These scenarios underline the versatility of Gibbs' model, demonstrating its value in both educational and professional settings.

( Gibbs Reflective Cycle , University of Northampton, https://www.northampton.ac.uk )
( Gibbs' Reflective Cycle , Oxford Brookes University, https://www.brookes.ac.uk )
( Reflective Practice , San Francisco State University, https://www.sfsu.edu )

Gibbs' Reflective Cycle for Personal and Professional Development

The use of Gibbs' Reflective Cycle can have profound effects on personal and professional development. It aids in recognizing strengths, weaknesses, and areas for improvement, providing an avenue for constructive feedback and self-improvement.

In the context of professional development , Gibbs' model promotes continuous learning and adaptability. By transforming bad experiences into learning opportunities, individuals can enhance their competencies and skills , preparing them for similar future situations.

Moreover, the reflective cycle promotes emotional intelligence by encouraging individuals to explore their feelings and reactions to different experiences. Acknowledging and understanding negative emotions can lead to increased resilience, better stress management, and improved interpersonal relationships.

Transforming Experiences into Learning: The Role of Gibbs' Reflective Cycle

Gibbs' Reflective Cycle is a practical tool that transforms experiences into learning. It incorporates principles of Experiential Learning and emphasizes the importance of abstract conceptualization and active experimentation in the learning process.

In the field of education, Gibbs' model can significantly influence teaching methods. It encourages educators to incorporate reflective practices in their teaching methods, promoting a deeper understanding of course material and facilitating the application of theoretical knowledge in practical scenarios.

Moreover, the model can be used to encourage students to reflect on their experiences, both within and outside the classroom, and learn from them. This process fosters critical thinking, problem-solving skills, and personal growth, equipping students with the skills they need for lifelong learning.

Embracing Gibbs cycle in your organisation

Here's a list of guidance tips for organizations interested in embracing Gibbs' Reflective Cycle as their professional development model.

Understanding the Gibbs Reflective Cycle : Before implementing, ensure that everyone in the organization understands the Gibbs Reflective Cycle model. This model consists of six stages: Description, Feelings, Evaluation, Analysis, Conclusion, and Action Plan. The goal is to encourage deep level reflection on experiences to foster learning and improve future actions.
Promote a Culture of Reflection : Encourage everyone in the organization to incorporate reflection into their daily routine. Reflection should not be seen as an added task, but rather as an integral part of the professional development process.
Use Real-Life Situations : For the methods in education to be effective, use real-life situations when applying the Gibbs Reflective Cycle. This way, employees can relate to the experiences, making the reflection process more relevant and meaningful.
Encourage Sharing of Reflections : Create a safe space for individuals to share their reflections. This could be through team meetings, one-on-one sessions with managers, or through online platforms. Sharing allows for collective learning and may provide different perspectives on the same situation.
Integrate Reflective Practice in Training Programs : Use the Gibbs Reflective Cycle in training programs. After each training session, encourage participants to go through the reflective cycle. This can help them understand the training content better and apply it in their work.
Link Reflection to Personal Development : Connect the outcome of the reflection to personal development plans. The Action Plan stage of the cycle should feed into the individual's personal development plan, helping them identify areas of strength and areas needing improvement.
Provide Guidance and Support : Provide guidance and support in the early stages of implementing the Gibbs Reflective Cycle. This could include providing templates or guides, or offering training on how to use the model effectively.
Continuous Review and Feedback : Regularly review the use of the Gibbs Reflective Cycle in your organization and provide feedback. This will help ensure that the model is being used effectively and is helping individuals in their professional development.
Model Reflective Practice : Leaders and managers should model reflective practice themselves. This shows that the organization values reflective practice and can motivate employees to engage in it themselves.
Celebrate Success : Recognize and celebrate when reflective practice leads to positive changes or improvements. This can motivate employees to continue using the Gibbs Reflective Cycle in their professional development.

What is the Difference Between Kolb's and Gibbs' Reflective Cycle?

Both Kolb's Experiential Learning Theory and Gibbs' Reflective Cycle are influential learning methods used extensively in education and professional development. While they share similarities, such as promoting a cyclical learning process and fostering a deeper understanding of experiences, there are key differences.

Kolb's cycle consists of four stages: Concrete Experience, Reflective Observation, Abstract Conceptualization, and Active Experimentation. It focuses more on the transformation of direct experience into knowledge, emphasizing the role of experience in learning.

On the other hand, Gibbs' cycle, with its six stages, places a greater emphasis on emotions and their impact on learning. For example, a team leader might use Kolb's cycle to improve operational skills after a failed project, focusing on what happened and how to improve. However, using Gibbs' cycle, the same leader would also reflect on how the failure made them feel, and how those feelings might have influenced their decision-making.

Other notable Learning Methods and Cycles

Please note that each of these theories or models has been developed and refined over time, and they each have their own strengths and weaknesses depending on the specific learning context or goals.

Adopting the Cycle in Education

Gibbs' Reflective Cycle is an invaluable tool for nurturing professional skills and fostering personal growth. By systematically integrating this reflective model into educational practices, institutions can significantly enhance their students' professional development.

Here are seven innovative ways educational institutions can harness the power of Gibbs' Reflective Cycle to boost skill acquisition , operational proficiency, leadership capabilities, and personal skills mastery.

Incorporate Reflective Practice in Curriculum: Educational institutions can incorporate Gibbs' Reflective Cycle into their curriculum, making it a regular part of learning. This can encourage students to develop professional skills by continually reflecting on their experiences and learning from them.
Real-World Scenarios: By using real-world situations or case studies, educational institutions can provide practical instances for students to apply the reflective cycle. This will help them understand the type of situation they might encounter in their professional life and how to handle it.
Promote Skill Acquisition: Gibbs' cycle can be used as a tool for skill acquisition. By reflecting on their performance in various tasks and projects, students can identify their strengths and areas that need improvement. This can aid in the development of operational skills, leadership skills, and personal skills.
Professional Development Workshops: Educational institutions can organize workshops that focus on the application of Gibbs' Reflective Cycle for professional development. These workshops could provide hands-on training on how to use the cycle effectively.
Reflective Journals: Encourage students to keep a reflective journal. This practice can help students regularly apply Gibbs' cycle, promoting introspection, and the development of key leadership skills.
Mentorship Programs: Implement mentorship programs where experienced professionals guide students in applying Gibbs' Reflective Cycle. This can provide students with valuable insights into how reflective practice can enhance their professional skills.
Assessments Based on Reflection: Design assessments that value reflective practice. Instead of solely focusing on theoretical knowledge, consider students' ability to reflect on their experiences and learn from them. This approach can make learning more engaging and relevant to real-world situations.

In the journey of life and work, we continuously encounter new situations, face challenges, and make decisions that shape our personal and professional trajectory. It's in these moments that Gibbs' Reflective Cycle emerges as a guiding compass, providing a structured framework to analyze experiences, draw insights, and plan our future course of action.

Underlying the model is the philosophy of lifelong learning. By encouraging critical reflection, it empowers us to not just passively experience life, but to actively engage with it, to question, and to learn. It's through this reflection that we move from the realm of 'doing' to 'understanding', transforming experiences into knowledge.

Moreover, the model emphasizes the importance of an action-oriented approach. It propels us to use our reflections to plan future actions, promoting adaptability and growth. Whether you're an educator using the model to enhance your teaching methods , a student exploring the depths of your learning process, or a professional striving for excellence in your field, Gibbs' Reflective Cycle can be a powerful tool.

In an ever-changing world, where the pace of change is accelerating, the ability to learn, adapt, and evolve is paramount. Reflective practices, guided by models such as Gibbs', provide us with the skills and mindset to navigate this change effectively. They empower us to learn from our past, be it positive experiences or negative experiences, and use these lessons to shape our future.

From fostering personal growth and emotional resilience to enhancing professional practice and shaping future outcomes , the benefits of Gibbs' Reflective Cycle are manifold. As we continue our journey of growth and learning, this model serves as a beacon, illuminating our path and guiding us towards a future of continuous learning and development.

Reflection in Learning and Professional Development
The Reflective Practitioner
Reflective Practice: The Teacher in the Mirror
The Impact of Reflective Practice on Teaching Effectiveness
Reflective Practice: A Guide for Nurses and Midwives
Reflective practice in nursing
Learning by Doing: A Guide to Teaching and Learning Methods
Gibbs’ Reflective Cycle

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Gibbs' Reflective Cycle

Helping people learn from experience.

Reflecting on experiences can help people deal with them better in the future.

Many people find that they learn best from experience.

However, if they don't reflect on their experience, and if they don't consciously think about how they could do better next time, it's hard for them to learn anything at all.

About the Model

Gibbs' cycle is shown below.

Figure 1 – Gibbs' Reflective Cycle

From "Learning by Doing" by Graham Gibbs. Published by Oxford Polytechnic, 1988.

Gibbs' original model had six stages. The stage we haven't covered here is "Analysis" – we've included this as part of the Evaluation stage.

Using the Model

To structure a coaching session using Gibbs' Cycle, choose a situation to analyze and then work through the steps below.

Step 1: Description

First, ask the person you're coaching to describe the situation in detail. At this stage, you simply want to know what happened – you'll draw conclusions later.

Consider asking questions like these to help him describe the situation:

When and where did this happen?
Why were you there?
Who else was there?
What happened?
What did you do?
What did other people do?
What was the result of this situation?

Step 2: Feelings

Next, encourage him to talk about what he thought and felt during the experience. At this stage, avoid commenting on his emotions.

Use questions like these to guide the discussion:

What did you feel before this situation took place?
What did you feel while this situation took place?
What do you think other people felt during this situation?
What did you feel after the situation?
What do you think about the situation now?
What do you think other people feel about the situation now?

It might be difficult for some people to talk honestly about their feelings. Use Empathic Listening at this stage to connect with them emotionally, and to try to see things from their point of view.

You can use the Perceptual Positions technique to help this person see the situation from other people's perspectives.

Step 3: Evaluation

Now you need to encourage the person you're coaching to look objectively at what approaches worked, and which ones didn't.

What was positive about this situation?
What was negative?
What went well?
What didn't go so well?
What did you and other people do to contribute to the situation (either positively or negatively)?

If appropriate, use a technique such as the 5 Whys to help your team member uncover the root cause of the issue.

Step 4: Conclusions

Once you've evaluated the situation, you can help your team member draw conclusions about what happened.

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Encourage him to think about the situation again, using the information that you've collected so far. Then ask questions like these:

How could this have been a more positive experience for everyone involved?
If you were faced with the same situation again, what would you do differently?
What skills do you need to develop, so that you can handle this type of situation better?

Step 5: Action

You should now have some possible actions that your team member can take to deal with similar situations more effectively in the future.

In this last stage, you need to come up with a plan so that he can make these changes.

Once you've identified the areas he will work on, get him to commit to taking action, and agree a date on which you will both review progress.

This tool is structured as a cycle, reflecting an ongoing coaching relationship. Whether you use it this way depends on the situation and your relationship with the person being coached.

Graham Gibbs published his Reflective Cycle in 1988. There are five stages in the cycle:

1. Description. 2. Feelings. 3. Evaluation. 4. Conclusions. 5. Action.

You can use it to help team members think about how they deal with situations, so that they can understand what they did well, and so that they know where they need to improve.

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Comments (15)

Over a month ago Yolande wrote Hi Lysam8, Thanks for taking the time to post a comment. At first glance, it looks as we've left out a step. However, we included the analysis stage under "Evaluation" - as per our note in the article that says: "Gibbs' original model had six stages. The stage we haven't covered here is "Analysis" – we've included this as part of the Evaluation stage." I hope that clears up any confusion? Do let us know if you have more questions/comments. Yolande, Mind Tools Team
Over a month ago Lysam8 wrote Analysis is missed out of the model.
Over a month ago BillT wrote Hi Nicole, Please visit our Permissions Help Desk for citation information. https://www.mindtools.com/community/Permissions BillT Mind Tools Team

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Reflective writing: Gibbs

What is reflection? Why do it?
What does reflection involve?
Reflective questioning
Reflective writing for academic assessment
Types of reflective assignments
Differences between discursive and reflective writing
Sources of evidence for reflective writing assignments
Linking theory to experience
Reflective essays
Portfolios and learning journals, logs and diaries
Examples of reflective writing
Video summary
Bibliography

Gibbs' Reflective Cycle

Similar to Kolb's Learning Cycle , Gibbs (1988) Reflective Cycle also provides a structure for a reflective essay.

The structure of a piece of reflective writing, whether it be an essay or learning log entry, might consist of six components or paragraphs that follow Gibb’s cycle:

Model of Gibbs' Reflective Cycle

A cycle moving around the following: Description (Describe what happened briefly) - Feelings (Describe feelings/emotional response) - Evaluation (What was good/bad about response) - Analysis (Use research to make sense of it) - Conclusions (General conclusions and specific conclusions - Action Plan (What would you do next time?)

Criticism of this framework

Don't let it put you off using Gibbs' Reflective Cycle, but do take into account that there has been some criticism about it's lack of depth. For example, the Open University suggest the following:

Despite the further breakdown, it can be argued that this model could still result in fairly superficial reflection as it doesn’t refer to critical thinking/analysis or reflection. It doesn’t take into consideration assumptions that you may hold about the experience, the need to look objectively at different perspectives, and there doesn’t seem to be an explicit suggestion that the learning will result in a change of assumptions, perspectives or practice. You could legitimately respond to the question ‘What would you do next time?’ by answering that you would do the same, but does that constitute deep level reflection?

Open University (2014) in OpenLearn

The Reflective Cycle has six distinctive stages, leading from a description of the event/experience through to conclusions and consideration for future events.

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Gibbs Reflective Cycle: Theory and Example Template

Gibbs Reflective Cycle by Graham Gibbs - Toolshero

Gibbs Reflective Cycle: this article explains the Gibbs Reflective Cycle by Graham Gibbs in a practical way. Next to what it is, this arfticle also highlights the steps of the Reflective Cycle, the realtionship with experiences and a downloadable and editable Gibbs Reflective Cycle example template to get started yourself. After reading it, you understand the core of this management and self-reflection tool. Enjoy Reading!

What is the Gibbs Reflective Cycle?

In 1988, the American sociologist and psychologist Graham Gibbs published his Reflective Cycle model in his book ‘ Learning by Doing ‘. Gibbs Reflective Cycle encourages people to think systematically about the experiences they had during a specific situation, event or activity.

Using a circle, reflection on those experiences can be structured in phases . This often makes people think about an experience, activity or event in more detail, making them aware of their own actions and better able to adjust and change their behaviour.

By looking at both negative and positive impacts of the event, people can learn from it.

The Gibbs reflective cycle itself

The Gibbs Reflective Cycle starts at Description and then continues clockwise to Feelings , Evaluation , Analysis , Conclusion and ends at Action plan , to finally return to Description . Here the Gibbs reflective cycle is complete.

Gibbs Reflective Cycle steps - toolshero

Figure 1 – the steps of the Gibbs Reflective Cycle

The various steps are explained in more detail below:

Step 1: Description

During this step, you describe the situation, event or activity in detail, without drawing any conclusions right away. The most common questions that can help create an objective description are:

What happened?
When did it happen?
Where did it happen?
Who were involved?
What did you do yourself?
What did other people do?
What was the result of these actions?

It should be noted that important details must not be left out. For instance, why other people were involved in the situation in question. All information that is key to better understanding the situation is relevant.

Step 2: Feelings

This phase is about the feelings that the event triggered, as well as what someone’s thoughts were during the event, activity or situation described in step 1. The intention is not to discuss the feeling in detail or comment on it directly. Emotions don’t need to be evaluated or judged. Awareness is the most important goal of this phase. Helpful questions that are often used:

What did you feel leading up to the event?
What did you feel during the event?
What did you feel after the event?
How do you look back on the situation?
What do you think other people felt during event?
How do you think others feel about the event now?

Because people often have difficulty talking about their feelings, it helps that they’re encouraged by the questions or someone asking these questions.

This also demonstrates that the Gibbs Reflective Cycle can be used in an individual setting, or even in a coaching or counselling setting. The final two questions also allow one to see the event from other peoples’ perspectives.

Step 3: Evaluation

In this step, you ask yourself whether the experience of the event in step 1 was good or bad. Which approach worked well and in what way? Which approach didn’t work as well? It can be difficult for people to be objective about the situation. In order to still conduct a proper evaluation, the following questions may be helpful:

What went well during the event or activity?
Why was that?
What didn’t go so well?
What was your contribution?
What contribution did other people make?

It is also worth evaluating bad experiences, because the subsequent steps in the Gibbs Reflective Cycle help people learn from it.

Step 4: Analysis

This phase is about what you have learned from the situation, event or activity. Because of the experience, you now know what to do in similar, future situations.

This means that both positive and negative things and/or problems you experienced will be written down and analysed individually. After all, people learn from mistakes. This analysis is often done together alongside step 3.

Step 5: Conclusion

This is the step where you take a step back and look at yourself from a distance and ask what else you could have done in this situation. The information gathered earlier is very valuable in this step and can encourage you to come to a good and useful conclusion. The following questions may be helpful:

To what positive experience did the event, situation or activity lead?
To what negative experience did the event, situation or activity lead?
What will you do differently if the event, situation or activity were to happen again in the future?
Which skills do you need to develop yourself in a similar event, situation or activity?

Step 6: Action plan

In this final step, actions are developed for future situations, events or activities. Based on the ‘Conclusions’ in the 5th step, people make concrete promises to themselves. The intention is to keep these promises. If everything went well, you can promise yourself to act the same way next time.

In areas where things didn’t go so well, you can promise yourself not to make the same mistakes again. What will be a more effective approach and which change will lead to actual improvement?

In addition to an action plan , it’s wise to also make a plan on how to encourage yourself to stick to these promises.

Experiences

Thinking about one’s own experience can help to perform better or do things differently in the future. As the above shows, these experiences don’t have to be positive; negative experiences are also useful.

Next time a similar situation presents itself, you’ll know it’s better to approach the situation in a different way. It stimulates you to think long and hard about how to do things better next time. This is what Gibbs Reflective Cycle is all about.

People don’t just learn to understand certain situations better, but also learn to judge how the same situation can be handled in different ways in the future.

Gibbs reflective cycle: How to use it

Gibbs Reflective Cycle can be used in a variety of ways. First of all, any individual can use the cycle. If you’re open to actively changing yourself, the Reflective Cycle can be a helpful tool.

Coaches also use the Cycle to make their coaches aware of (unwanted) behaviour and find ways together for the coach to react differently to a situation.

In addition, the Reflective Cycle is often used in higher education. Especially when carrying out internship assignments, the cycle can be a good tool to make an intern aware of his or her actions. The part about how you’ll handle a similar situation differently in the future is specifically aimed at reflecting on one’s own actions.

After all, at the end of an internship period an intern should have developed him / herself enough to carry out internship assignments independently and behave professionally.

Gibbs Reflective Cycle template

Start reflecting on your experiences and actions with this editable Gibbs Reflecting Cycle template.

Download the Gibbs Reflecting Cycle template

Now it is your turn

What do you think? What are your experiences with the Gibbs Reflective Cycle. How do you encourage people to think systematically about past experiences? Are you already using the Gibbs Reflective Cycle and do you have tips and tricks, or would you like to add anything?

Share your experience and knowledge in the comments box below.

More information

Finlay, L. (2008). Reflecting on reflective practice . PBPL paper, 52, 1-27.
Gibbs, G. (1988). Learning by Doing: A Guide to Teaching and Learning Methods . Oxford: Oxford Further Education Unit
Gibbs, G. (1998). Reviewing and improving your teaching . Practice Guide, 7, H851.

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Patty Mulder

Patty Mulder is an Dutch expert on Management Skills, Personal Effectiveness and Business Communication. She is also a Content writer, Business Coach and Company Trainer and lives in the Netherlands (Europe). Note: all her articles are written in Dutch and we translated her articles to English!

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Gibbs Reflective Cycle

Gibbs’ Reflective Cycle is one of the most well known cyclical models used in professional reflective practice .

It guides practitioners through an experience in six stages: description, feelings, evaluation, analysis, conclusion, and action plan.

Gibbs Reflective Cycle was originally developed for use in higher education as a way for teachers and learners to link theoretical learning to experiential practice to reinforce the knowledge they have acquired through the use of real-world examples. It has numerous applications, but it is predominantly used in the fields of teaching and health and social care. As Gibbs’ argues:

It is not sufficient simply to have an experience in order to learn. Without reflecting upon this experience it may quickly be forgotten or its learning potential lost. It is from the feelings and thoughts emerging from this reflection that generalisations or concepts can be generated. And it is generalisations which enable new situations to be tackled effectively….It is not enough just to do, and neither is it enough just to think. Nor is it enough simply to do and think. Learning from experience must involve links between the doing and the thinking.

In this article, we will be discussing this cycle, its pros and cons, along with a worked example of its use in practice and some alternatives to the Gibbs Reflective Cycle.

Table of Contents

About Graham Gibbs

The reputation for excellent teaching at Oxford Brookes University is in large part due to the work done by Professor Graham Gibbs. He was Head of the Center for Staff and Learning Development and later Director of the Oxford Learning Institute at Oxford University, where he helped many students develop strong fundamentals that would help them to succeed beyond academia.

Graham’s career has been dedicated to improving university teaching and student learning. He founded the International Consortium for Educational Development in Higher Education and the Improving Student Learning Symposium while also receiving Honorary Doctorates from Sheffield Hallam University and the University of Utrecht.

He retired in 2007 after a long and distinguished career.

Gibbs’ Model Of Reflection

The purpose of Gibbs’ Model of Reflection is to provide a structured approach to self-reflection or ‘structured debriefings’ as Gibbs himself describes them. He argues that problems relating to discussions following an experience include:

– they often lurch from superficial descriptions of what happened to premature conclusions about what to do next, without adequate reflection or analysis; – if the experience has been especially powerful then discussion may never get further than a description of what happened or of the feelings associated with the experience; – if description and feelings are not dealt with adequately, learners may return to these at a later stage when they should be considering implications and action plans.

These issues may be avoided if a structured approach is used because there is less likelihood of deviation that could inhibit the learning experience. Gibbs proposed the following cyclical process for reflective practice:

Stage 1: Description

The first stage involves making a factual account of what happened during the experience. This should be an objective description and we should try to avoid recording thoughts and feelings or performing analysis as this will come later. Some things to consider at this stage include:

When and where did the experience happen?
Is there any relevant background information that influenced the experience?
Who was present?
What happened?
What did each person do?

Stage 2: Feelings

In stage 2, we should record the feelings and emotions of ourselves and others. Again, we should not try to carry out any analysis yet, simply make a truthful account of how we felt at each stage of the experience. Questions to consider include:

How did I feel prior to the experience?
How did I feel during the experience?
How did I feel after the experience?
What were the feelings of other people that were involved?

Stage 3: Evaluation

Here, we make value judgments about the positive and negative aspects of the experience. Our evaluations should be as objective as possible. Questions to ask include:

What went well?
What did not go well?
What was positive/negative about the experience?
Were my contributions positive/negative?
Were the contributions of others positive/negative?

Stage 4: Analysis

In the fourth stage, we critically analyse the experience using the information that we collated in the previous section along with knowledge from other sources, such as theory, research, standards and the perspectives of others. By bringing all the information together, we can begin to make sense of the experience. Questions you may ask include:

Why was the experience positive?
Why was the experience negative?
Did the perspectives of others align with your own? If not, why not?
Which literature is relevant to the experience?
How did the experience align with the theory?
How did the experience align with standards?

Stage 5: Conclusions

Gibbs splits this stage into general conclusions and specific conclusions.

General conclusions are broad deductions that can be derived from the experience. Specific conclusions relate to our own personal experiences, practice and development. Examples of questions that may be asked at this stage include:

What have I learned from this experience?
How might I have performed better?
What would I do differently if a similar situation occurred in the future?
What learning and development opportunities may strengthen this area of my practice?

Stage 6: Action Plan

Finally, we develop an action plan for addressing areas of our practice that we may wish to develop, based on our findings from the reflective process. This could be undergoing further training, gaining additional knowledge, practising a procedure or another similar activity. The action plan should contain objectives and timescales (SMART targets are useful here). Pertinent questions include:

What will I do differently next time?
What training will I undergo?
How will I gain further knowledge or experience?

Gibbs advocated for his reflective cycle to be used in situations practitioners find themselves in often. This is primarily because practitioners who reflect on the same set of experiences are more likely to build up a bank of knowledge and expertise pertaining to that situation.

However, the stages of the Gibbs model can be used in single, isolated experiences. This means that elements of the reflective cycle, the action plan aspect, for example, will likely be more generalised and ultimately less practical when considering the applications of the reflective cycle process.

Advantages And Disadvantages Of Gibbs Reflective Cycle

As with all reflective practices, there are advantages and disadvantages of using Gibbs’ reflective cycle.

These advantages and disadvantages are somewhat subjective, as not every method of reflective practice works for all practitioners in every situation.

Gibbs’ reflective cycle underpins many other models of reflective practice
It provides a structured approach to experiential learning
It is a relatively simple model that is a good introduction for individuals that are new to self-reflection

Disadvantages

It was developed as a generalised approach to reflective practice within a teaching setting and so does not focus on specialised practice, such as nursing or social care

Alternatives To Gibbs Reflective Cycle

Kolb’s (1984) model is a more simplified model based on a set of theories around how people learn – in fact, Gibbs’ model was based on Kolb’s research. It revolves around four key stages: Concrete Experience, Reflective Observation, Abstract Conceptualization, and Active Experimentation.

Schon’s model of reflection builds on the idea that reflection can be performed both after an experience (reflection-on-action) as well as during an experience (reflection-in-action).

There are also models of reflection that are designed to be used by specific vocations – for example, Johns model and Atkins & Murphy’s model were developed for the nursing profession.

A list of other models of reflective practice can be found here.

An Example Of Gibbs Reflective Cycle

Now that we have established the stages of Gibbs’ Reflective Cycle, we’ll now walk through an example. Following is a self-reflection from a care worker.

Description – Stage One

I was working with two individuals with learning disabilities in a supported living environment. Each of the individuals was supposed to be receiving one-on-one support but due to staff absences, I was supporting them both. We all had an enjoyable day but when I came to administer one of the individual’s medication (1mg Risperidone) at 6PM, I realised that I’d forgotten to give him his morning dose earlier in the day.

I called the pharmacy for advice. They advised that I should continue with the evening medication as usual and to call NHS 111 if the individual experienced any side effects or changes in behaviour. I informed the client of what had happened and apologised as well as wrote up the appropriate medication administration error form, made a record on the MAR sheet and informed my manager.

My manager thanked me for letting her know and said not to worry about it too much as it can happen from time to time. She also recommended that I reflect upon the experience when I had time.

Feelings – Stage Two

When I first came onto shift I was feeling a little nervous about working on my own with two clients and a bit overwhelmed by all the information that I was being given during the handover. As I’d only worked with the clients a few times, when the previous shift worker left I felt my priority was to get to know them and make them feel at ease with me. It was during this time that I should have administered the medication but completely forgot.

When I realised my mistake in the evening I felt instant dread and was worried about my error causing harm to the individual as well as getting into trouble with my manager and organisation. I also felt guilty and disappointed in myself. After a few moments, I regained my composure and followed company protocols by calling for advice from a medical professional.

When the pharmacy told me that the missed medication shouldn’t affect the individual’s health very much, I felt relieved but still felt a little scared that my employer would be angry or disappointed. However, I did feel better about it once I had spoken to my manager.

Evaluation – Stage Three

The thing that did not go well in this experience was that I forgot to administer an individual’s medication. However, there were also positive elements such as knowing what to do when a medication error occurs and owning up to the mistake. I fulfilled my duty of care by seeking immediate support from a medical professional and my duty of candour by apologising to the individual and being transparent in my explanation of what had happened.

Analysis – Stage Four

Although the missed medication was not a major issue on this occasion, I work with individuals that could have much more serious consequences if they miss a dose of their medication – for example, individuals that have epilepsy and heart conditions.

In addition, being overloaded with information about two different clients, it was perhaps inevitable that something would be forgotten.

Conclusions – Stage Five

Through this experience, I have learned that I can keep a level head in unexpected situations and that I have a thorough understanding of my responsibilities as a care worker and the standards that I must meet as well as my employer’s policies and procedures.

However, I think that I need to have a system in place to remember medication administration because it is so important to my role – although other aspects of my job role are important, medication administration can quite literally be life-or-death.

Action Plan – Stage Six

Going forward, I want to ensure that I do not forget to administer medication to my clients. I will do this by ensuring that I check the medication schedules for all the individuals that I am responsible for as soon as I come on to shift and setting a reminder on my phone.

Gibbs: Learning by Doing (1988)

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J Med Libr Assoc
v.108(3); 2020 Jul 1

Elevation through reflection: closing the circle to improve librarianship

Jolene m. miller.

1 [email protected] , Director, Mulford Health Science Library, and Assistant Professor, Library Administration, University of Toledo, Toledo, OH

Stephanie Friree Ford

2 gro.srentrap@drofeerirfs , Manager, Library Resources, Mental Health Sciences Library, McLean Hospital, Belmont, MA

3 ude.etatsonserf.liam@98gnaya , Science Librarian, University Library, California Health Sciences University, Clovis, CA

Associated Data

There are no data associated with this article.

Reflective practice is a strategy promoted as a way to improve professional performance and to develop expertise. Intentional reflection on work situations can lead to improved understanding of a specific situation, identify strategies for similar situations in the future, and uncover assumptions that hinder service to patrons. Research has identified lack of knowledge to be a barrier to health sciences librarians engaging in reflective practice. This article introduces the use of intentional reflection at work: what it is, how it helps, and how it can be applied in librarianship. It also provides practical advice on how to choose a format, how to use a model to guide reflection, and how to incorporate it into work.

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Jolene M. Miller, MLS, AHIP

INTRODUCTION

In her 2017 article in the Journal of Information Literacy , Corrall captures the challenge of incorporating intentional reflection into professional practice: “reflection is a deceptively simple idea that is easy to grasp at a basic level but may be hard to put into practice in a professional [librarian] context” [ 1 ]. It is an everyday process that often happens without conscious thought, but reflection with the goal of improving professional practice requires intention. Reflective practice is the process of bringing intentional reflection to one's work to improve practice: providing better instruction, managing electronic resources more effectively, interacting with coworkers more collaboratively, and so on. It closes the loop: new understandings are applied to personal and organizational processes to improve performance. Discoveries about oneself have an impact on thoughts, feelings, and behavior; and relationships improve.

The good news is that no one is a blank slate with respect to reflection at work. The language of reflective practice and the use of models may be new, but the experience of thinking back on a situation and trying to make sense of it is universal. Having a formal process of reflective practice can help health sciences and medical librarians identify and develop best practices. This article, born out of an immersion session offered at the Medical Library Association (MLA) 2019 annual meeting [ 2 ], is designed to help readers incorporate reflection into their professional practice.

There are many diverse published models of reflective practice ( supplemental Appendix A ). They all have three main components: (1) description of the experience, (2) reflection on and exploration of why things happened as they did, and (3) identification of changes to thinking and behavior to improve the outcomes of future experiences. Reflective practice usually starts with consideration of a specific experience that had an unexpected outcome. Most models include guiding questions to make sure that all aspects of the experience are considered, such as external aspects (what happened, who was involved) and internal aspects (how one was feeling before, during, and after the experience). External sources of information such as observations of other people or data from evaluation forms may also be included.

After describing the experience, one reflects on it. This is the core of reflective practice. “Why” questions are common in this stage, guiding analysis and interpretation of the experience [ 3 ]. This stage includes judgments: What went well in the experience? What could have gone better? What was one's role in the outcome? What important aspects still need to be identified and considered? After reflection, there is an invitation to action. What could have been done differently? How might the outcome have been different? What needs to be done to improve practice in the future? This could be a change in how things are done or how other people are treated. It could also be a change in thinking about and approaching situations with a different mindset [ 4 ].

In addition to having different stages and questions, models approach reflective practice from different perspectives [ 5 ]. While all reflective practice models encourage deeper thought about a situation, critical reflection models encourage exploration of the assumptions underlying situations, which is a key step in critical librarianship. Use of critical reflective practice can “direct and inform action that carries social and ethical implications beyond the technical execution of library work” [ 6 ]. It provides a method for identifying personal and professional values, exploring where thoughts and actions diverge from these values [ 7 , 8 ], and identifying courses of action that are consistent with these values. It uncovers hidden biases that influence decision making and hinder high-quality service. In the context of critical librarianship, it is used to identify opportunities to dismantle oppressive social structures and systems such as white supremacy, patriarchy, and capitalism [ 9 ].

REASONS TO TAKE THE TIME TO ENGAGE IN REFLECTIVE PRACTICE

One of the greatest human attributes is the ability to think about and reflect on actions and experiences, whether an unexpected flash of self-reflection, a well-thought-out journal entry, or somewhere in between. As Taylor states, “Thinking can be a gift and a curse, depending on how we employ it in our daily lives” [ 10 ]. Based on one's mindset, an experience can be used for good or for ill. For example, an employee may use a negative evaluation as a reason to place full blame for their poor performance on others, rather than use it as a sign to explore their strengths and weaknesses, structural challenges, and ways to improve their performance.

Making the deliberate choice to engage in reflective practice harnesses the power of thought to improve professional practice. Using intentional reflection at work offers a variety of benefits. While the process directly benefits the librarian doing the reflecting, the resulting changes can extend out to the library, institution, and the profession. Some of the ways that reflective practice improves professional practice are explored below.

Uncovering inconsistencies in thought and action

There are often inconsistencies between what people say they believe and how they act. Critical reflective practice can be used to examine espoused theories (what one says one believes) and theory-in-use (how one acts) [ 11 , 12 ]. Identifying inconsistencies is the first step in understanding them and resolving them. Are they true inconsistencies or nuanced distinctions? What next actions are needed? Reflection can also facilitate the application of professional standards and ethics in practice [ 13 ].

Improving regulation of emotions

Reflective practice can improve regulation of emotions. It allows librarians to approach situations more objectively and less reactively by the process of cognitive reappraisal. Cognitive reappraisal is a way of thinking differently about a situation that changes internal emotional experiences and, in turn, external emotional expression [ 14 ], with the goal of modifying emotions that hinder effectiveness. Reflective practice provides space to explore situations and new ways of thinking about them, reducing their emotional impact and the emotional impact of future situations.

Reducing burnout

Health sciences and medical librarians provide an array of intensive services: systematic reviews, liaison support, evidence-based practice or critical appraisal instruction, and in-depth research assistance. Managing and providing these services can increase stress and burnout. As noted above, reflective practice facilitates cognitive appraisal, which in turn reduces the risk of burnout caused by emotional labor and suppression of emotions.

While reflective practice in and of itself cannot solve organizational issues that lead to burnout, it can be used to explore how role ambiguity and overload contributes to personal stress and burnout [ 15 ]. The results of this reflection can be used in conversations with supervisors to improve position-related and structural issues. In addition, reflective practice can reduce the chance of burnout resulting from “over-learning” repetitive and routine tasks [ 16 ]. Taking time to reflect interrupts the “hamster wheel” of activity, reconnecting daily work to the importance of health sciences librarians' role in patient care, education, and research.

Maximizing professional development

Library school cannot prepare graduates for every possible future, especially health sciences and medical librarians. They must take an active role in their continuing professional development. Many attend webinars and training, while others obtain their credentials through MLA's Academy of Health Information Professionals. Reflective practice can be used to get the most out of the time and money invested in both continuing education and the development of a portfolio for the academy. Taking time to reflect before and after continuing professional development activities can improve learning and assist in the application of new knowledge and skills. Reflective practice can also be used for big-picture planning for professional development [ 17 ]. While some continuing education courses include reflection, many do not, requiring librarians to take a more proactive role. Suggestions on how to apply reflective practice in continuing professional development are provided in Table 1 .

Using reflective practice for professional development

Demonstrating professional performance

While reflective practice works best when the librarian wants to be engaged in reflection, some institutions require self-reflection as a part of the performance evaluation process, such as part of a portfolio [ 18 , 19 ]. Because meaningful reflection requires privacy and a trusted environment, reflection on one's performance takes place before the self-evaluation document is written. The document reports on the outcomes of the self-reflection, rather than the full reflective process.

FORMATS FOR REFLECTIVE PRACTICE

Reflective practice can take on a variety of formats that can be used with a model, combination of models, or no model. Find the formats that work best, remembering that as needs change, so might preferred formats.

Reflecting alone without recording the reflections

The simplest way to engage in reflective practice is to reflect alone without recording the reflections. This is somewhat similar to meditation in that it is internal reflection; however, analysis and judgment occur that are absent in meditation. This format is a good option if time for reflective practice is short. It is better to think about a situation and not record, than to skip reflection altogether because of lack of time. One drawback to this format of reflective practice is that it relies on memory to track the outcomes of reflection.

Reflecting alone and capturing the reflection

Reflecting alone and recording the reflection is a popular format for reflective practice. Reflective writing (handwritten journal entry or typing an electronic document) is a common way to reflect, though audio or video recordings can also be used. The obvious benefit of this format is that the reflection is captured for future review. A less obvious but more important benefit of reflective writing is that the writing “is the reflective process,” rather than just a recording of the reflection [ 20 ], because the physical process of writing helps clarify thoughts and conclusions. Librarians who are not comfortable with writing could use a form (perhaps based on steps in a reflective practice model) to jot down key ideas from reflection.

Talking with another person, such as a colleague or mentor

For some, talking through reflection can be effective. Reflective conversation with another person, such as a colleague or a mentor, can lead to additional insight. An outsider's perspective and questions might shed some light on the situation and increase understanding. These conversations need to take place in an environment that is confidential in order to explore situations fully and honestly. Reflective conversations can also be held with a supervisor, though the power differential may hinder deep reflection and honesty. Reflective conversations have additional aspects that need to be considered, which are listed in supplemental Appendix B .

Talking with a group of people

Small group discussions are another format for those who would like to verbalize their reflections. Group members can support one another in their reflections and learn from each other's successes and mistakes. It can be a regularly scheduled meeting or one called specifically when someone is looking for outside perspectives. Health sciences and medical librarians who work in different environments (e.g., academic, hospital, corporate) can consider forming groups with the intention of conducting reflection. Having some commonalities and some differences supports rich discussion. While reflecting in a group has similar considerations as reflecting with one other person (confidentiality and potential power differentials), it has additional considerations, such as how the group will be facilitated. Supplemental Appendix B lists considerations for being part of a reflective small group.

Reflecting alone, followed by talking with others

Another option is a combination of reflecting alone and then talking with others, either one-on-one or in a group. This is particularly helpful for those who have trouble identifying the outside perspective or overcoming other challenges in the reflective process. Talking to one or more colleagues can foster deeper individual reflection. Personality, preference, and opportunity will have an impact on format choice. Regardless of the chosen formats, reflection can be freeform or follow a model.

USE OF A MODEL

There is no formal model for conducting reflection that is geared toward health sciences and medical librarians; however, there are many published models in other professions. A reflective practice model can be used exactly as described in the literature or it can be used as a loose guide. As noted above, it can be turned into a form, where brief answers or comments can be jotted down without extra narrative. Models often provide a visual structure of the reflective process, which allow individuals who are reflecting to incorporate a process for thinking about their experiences, rather than have thoughts float around out of context [ 10 ]. Using a model can be particularly helpful for people who are new to reflective practice or for those who want to deepen their practice. Three example models are described below. Additional models can be found in supplemental Appendix A .

Situation, Evidence, Action (SEA)-Change Model

There are varied reflective practices models from many disciplines, yet the nature of intentional reflection requires the three components described earlier: description of the experience, reflection on and exploration of why things happened as they did, and identification of changes to thinking and behavior to improve the outcomes of future experiences. Some models—such as the Situation, Evidence, Action (SEA)-Change Model ( Table 2 ) that originated in professional library education—focus on these three elements. Instead of including generic questions to guide reflection, the SEA-Change Model identifies characteristics of deep reflection, as defined by Moon [ 21 ]. While the complete model includes a de-scaffolding component to help instructors facilitate student autonomy during reflection, leading to independence, the core of the model is three steps: identify the situation, provide the evidence, and follow through with an action or change [ 22 ].

Situation, Evidence, Action (SEA)-Change model

Adapted by permission of Barbara A. Sen.

Gibbs Reflective Cycle Model

Other models, such as Gibbs' Reflective Cycle Model ( Table 3 ) from the literature of teacher education, include more stages—"Description,” “Feelings,” “Evaluation,” “Analysis,” “Conclusion,” and “Action Plan”—and provide guiding questions to foster a more complete reflection [ 23 ]. Even with these extra stages, the three core components of reflective practice are present.

Used under Creative Commons Attribution NonCommercial 3.0 Unported License by Oxford Centre for Staff and Learning Development, Oxford Brookes University, Wheatley Campus, Wheatley, Oxford, UK, OX33 1HX.

Kim's Critical Reflective Inquiry Model

Some models apply the three main elements of reflective practice to a specific focus. Kim's Critical Reflective Inquiry Model ( Figure 1 ), from the literature of advanced nursing practice, describes three phases: “Descriptive,” “Reflective,” and “Critical/Emancipatory” [ 24 ]. In addition to reflection on the situation, it explicitly calls for reflection on one's espoused theories and intentions. This provides appropriate material for the final stage: critiquing practice and participating in the process that leads to change. The key aspect of this model requires critiquing beliefs, assumptions, and personal and professional values. Because of the nature of critical reflective practice, this model benefits from a combination of individual reflection and reflective conversation with others.

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These three models are a small sample of published reflective practice models. When reviewing models for possible use, consider whether you are:

New to reflective practice? Consider a model that includes guiding questions.
Short on time? Consider a simple three-component model.
Interested in a specific theoretical underpinning? Some models are highly informed by specific theories; others are more practical. Make sure to review the theories used and the assumptions made by potential models. For example, Ghaye offers a strengths-based model [ 25 ].
Interested in creative expression? There are models that incorporate storytelling [ 26 ] and poetry [ 27 ] as part of the reflective process.

Remember that all models include describing a situation, using reflection to make sense of it, and identifying and making appropriate changes.

REFLECTIVE PRACTICE IN ACTION

The beauty of reflective practice is that it can be used by health sciences and medical librarians in any type of library, in any type of work, and at any stage in their careers. There are many ways in which reflective practice can be applied to librarianship.

Evidence-based library and information practice

Reflective practice is an important component of evidence-based library and information practice (EBLIP) [ 28 , 29 ]. Koufogiannakis and Brettle state that “EBLIP asks librarians to think critically about their practice and the process they use in making decisions” [ 30 ]. Reflection is embedded throughout the process, starting with an articulation of the problem to solve or decision to be made and ending with evaluation of the implemented solution or decision made. The journal Evidence-Based Library and Information Practice has a column called “Using Evidence in Practice,” which provides a place for librarians to share their experiences with applying evidence to a situation, including a reflection on their processes.

Reflective practice can also be used to improve librarians' skills as creators of evidence. Some authors focus on specific techniques, such as reflective writing [ 31 ], while others situate reflective practice in the broader context of research [ 32 , 33 ]. Hypothesis , the journal of the MLA Research Caucus, recently introduced a column called “Failure,” which is an opportunity for health sciences library researchers to reflect on challenges in the research process and how the challenges could have been avoided, allowing others to learn from their experiences [ 34 ].

Critical librarianship

Critical librarianship, “bringing social justice principles to…work in libraries” [ 35 ], relies on critical reflection to explore areas where libraries and librarians are supporting systems of oppression and to identify alternatives [ 36 ]. Articles on critical librarianship often identify examples and questions from librarianship or other disciplines that can be incorporated into critical reflection. For example, the #CritLib moderators post questions to be discussed at upcoming Twitter chats that can be adopted for individual critical reflection [ 35 ], and questions from parts of the chats are archived on the website. Regardless of the source of guidance for critical reflection, it is important to critical librarianship that the reflection results in action: “linking reflection to action is the enactment of critical practice ” [ 6 ].

Improvement of teaching

Teacher education has a long tradition of reflective practice to improve instruction and classroom management, resulting in a large body of knowledge that has informed the professional development of librarians in teaching roles. Reflective practice has been promoted as a tool for improving teaching skills [ 37 – 39 ] and as a technique for developing one's identity as a teacher [ 4 , 38 ]. The Association of College & Research Libraries' Framework for Information Literacy for Higher Education has been suggested as a tool to guide reflection with the purpose of improved instruction [ 40 ]. Reflective practice is a key component in the development of a teaching portfolio [ 18 ].

Management and leadership

Reflective practice is a helpful tool for administrators, both for helping employees improve their performance and improving the supervisor's own practice. An institution may require employees to complete self-evaluations of their performance prior to the supervisors' evaluations. These annual self-evaluations can be difficult as employees struggle to remember a year's worth of activity. Reflective practice can mitigate the process. Supervisors can encourage their employees to reflect on a regular basis, whether it be monthly, quarterly, or biannually, as an effective way for employees to review their own work and track what was done, constructively gain insight into their performance, and document outcomes of practice improvement processes. This use of reflective practice enables thoughtful consideration of performance and can be used in informal or structured ways.

Reflective coaching can be used with employees between annual evaluations [ 41 ]. Reflective practice is beneficial to individual managers and to management teams. Just as the act of reflecting on one's own past work is a helpful tool for employees, it is also helpful for managers. It is a learning process itself, and that learning enables future change and a higher understanding of one's own strengths and weaknesses. Beyond specific work situations, resources are available to use reflection to explore core aspects of leadership [ 19 , 42 ].

It is not easy to engage in reflective practice. It takes time, dedication, and energy, any or all of which can be in short supply. Investing in one's self and one's career to become a better health sciences or medical librarian is worth the cost. Here are some tips to support exploration of reflective practice.

Pay attention

Reflective practice includes aspects of mindfulness, as only through paying attention can situations that would benefit from reflection be identified, such as surprising outcomes or uneasy feelings [ 43 ]. With a mindful approach, one can explore situations and alternatives in a way in which defensiveness is reduced, improving one's ability to plan and take action.

Be intentional and purposeful

Start each reflection with an intention to guide the time: why reflect on the identified situation? It is easy to start reflecting on a particular situation and then drift to something else. Granted, the tangent might lead to an important discovery, but an intention can help maintain focus. Sample intentions are how to improve an instruction session with negative evaluations or how to work more efficiently with the information technology (IT) department to streamline access to library resources.

Use a model to get started

As noted above, using a model can help visualize the process and provide a structure for the reflection. Most reflective practice models include a series of questions that can be used to guide reflection. Pick one that seems likely to work well for the current situation (time available, experience with reflective practice, complexity of the intention, and so on). If it does not work as well as expected, try another.

McCorquodale advises: “Value yourself enough to take time to reflect on your practice” [ 44 ]. One of the most common factors identified as a barrier to engaging in reflection is lack of time [ 45 , 46 ]. Everyone leads busy lives, and scheduling time for reflection is the first step to incorporating reflective practice into work life. What is needed: scheduling reflection time regularly or reflecting when a situation arises? If regular reflection is desired, when would be the best time and day to schedule it? Is it scheduled after certain kinds of events, such as after each instruction session? How long might a reflection period last? Block out reflection time on the schedule and defend it. Remember why investing time and effort in reflective practice is worthwhile.

Finding a space to reflect is as important as making time. The office is not ideal as there are often too many distractions and interruptions. Whether it is a couch in the library or a table at a coffee shop, find a space to conduct reflection. The space should be a place where one feels confident, protected, free from discrimination, and secure to conduct efficient reflection.

Find support

There are many different types of support that can be utilized to help to make the reflection process easier. Support from a supervisor can help facilitate the process by helping to find time to reflect. This support will allow the supervisor to see an interest in assessing the quality of the employee's work for professional growth. Supplementing independent reflection with conversation with trusted colleagues (individually or in a group) can provide feedback, clarity, support, and accountability. There are multiple opportunities to find a mentor through professional organizations such as MLA, the Association of Academic Health Sciences Libraries, and regional or state associations.

Be consistent

Reflective practice is not a skill learned overnight. Like all skills, experience brings improvement both in the reflective process and the application of insights from reflection to professional practice. Consider keeping track of reflections and outcomes in order to reflect on them. Reviewing that history can help identify how reflective practice skills have improved. Reflective practice is not a “one-size fits all” methodology, and there will be some trial and error to find what works best. Additional resources about reflective practice can be found in supplemental Appendix C .

Developing a practice of using intentional reflection does not happen quickly or spontaneously. It requires practitioners to be purposeful and build processes for reflective practice. The investment of time and energy in intentional reflection allows health sciences librarians to learn from their experiences and most importantly, helps them close the circle and apply what they have learned to improve their professional practice.

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6.2 Gibb’s reflective cycle

Alternatively, other theorists have broken down the cycle into further stages, an example of which is Gibb’s reflective cycle, see Figure 4.

Six boxes arranged in a circular cycle with arrows in a clockwise direction. Top left: Experience What happened? Top right: Feelings What were you feeling? Right: Evaluation What was good/bad about the situation? Bottom right: Analysis To make sense of the situation. Bottom left: Conclusion What else could you have done? Left: Action plan What would you do next time?

Gibb’s model 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 and there is a clear link between the learning that has happened from the experience and future practice.

However, despite the further break down, it can be argued that this model could still result in fairly superficial reflection as it doesn’t refer to critical thinking / analysis or reflection. It doesn’t take into consideration assumptions that you may hold about the experience, the need to look objectively at different perspectives, and there doesn’t seem to be an explicit suggestion that the learning will result in a change of assumptions, perspectives or practice. You could legitimately respond to the question ‘What would you do next time?’ by answering that you would do the same, but does that constitute deep level reflection?

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By Denis G.

Gibbs’ Reflective Cycle

In this article:

Gibbs’ Reflective Cycle can be used to help you learn from your experiences.

Your experiences have shaped who you are. However, to grow as a person experience alone isn’t enough. You need to reflect on your important experiences to form theories, rules, and principles that will make you better at your job.

Gibbs’ Reflective Cycle is a simple six-stage process that can help you reflect on your experiences in the workplace. You’ll learn what went well, as well as what could have gone better, and put together an action plan to address your weaknesses.

The model was first described by Professor Graham Gibbs in his 1998 book, Learning by Doing: A Guide to Teaching and Learning Methods. The book is available as a free download here .

The model is in part inspired by Kolb’s Learning Cycle, who in turn was inspired by the work of Kurt Lewin .

Gibbs’ Reflective Cycle Explained

The model is a circular six-step critical reflection process. The circular nature of the model lends itself to learning from experiences over time. The model consists of six steps:

The first three steps of the model focus on what happened during the experience being analyzed. The final three steps of the model focus on how you can improve your experience for future similar situations you encounter.

The model is a useful career skill to have. You can use it to evaluate your performance in the workplace, but it is also a great model to use if you are coaching a subordinate or colleague to improve their skill in a particular area.

Step 1: Description

In this stage, you simply describe what happened. To do this, you provide a factual description of what happened – don’t draw any conclusions yet (you’ll do that later). This step aims to set the scene and provide some context, so you get a better understanding of the experience.

Questions that can help include:

What happened?
When and where did it happen?
Why were you there?
What did you do?
How did people react?
What happened at the end?

Step 2: Feelings

In this step, you describe the feelings you felt during the experience. You shouldn’t try to judge or evaluate your feelings, simply state what they were.

How did you feel before, during, and after the experience?
What do you think others felt during the experience?
How do you feel about the experience now?
How do you think others feel about the experience now?

Step 3: Evaluation

In this step, we objectively evaluate the experience. Here we are trying to determine what went well and what didn’t go so well. It is essential to be as honest as possible to get the most out of this process.

Questions that can help here include:

What went well?
What didn’t go so well?
Was the situation resolved afterward? Why or why not?
What positive or negative did you contribute?
What positive or negative did others provide?

Step 4: Analysis

In this step, you describe what you think might have helped or hindered the situation. The aim is to explore the options that might be available to you if you encountered a similar situation again.

This step is an excellent opportunity to conduct some research into academic models or tools might have helped you. For example, if you’ve had a presentation that didn’t go so well because it wasn’t well structured, then a tool such as Monroe’s Motivated Sequence might have helped.

Step 5: Conclusion

Now you have analyzed the different options available to you, in this step its time to focus and draw some conclusions.

Using the information you’ve collected in your analysis, ask yourself:

What skills/tools can help you do better next time? Can you use these skills right now or is it something that you need to develop?
What will you do differently next time?
If there were negative outcomes last time, how would you avoid those?
What else could have been done to make this a more positive experience for everyone involved?

Step 6: Action Plan

In this step, you plan based on your conclusions, how you’ll position yourself so you can better handle a similar situation next time. It is crucial you commit and take action on your plan so that real change occurs.

If you’re coaching someone else through the Reflective Cycle, then agree on a date to speak again to review progress on the plan.

Advantages and Disadvantages

There are several advantages associated with Gibbs’ Reflective Cycle.

The model is easy to understand and easy to use.
It allows you to learn over time based on your experiences.
Over time it gives you more balanced and accurate judgment.

Criticisms of Gibbs’ Reflective Cycle include:

It’s a reactive rather than proactive approach to improving your skillset.
It can be a superficial reflection as there is no reference to critical thinking, referencing your assumptions, or analyzing the situation from a different perspective.
The model doesn’t contain any deep probing questions?
It can be difficult for many people to open up and discuss their feelings.
It works best with an expert practitioner or coach guiding you through the process.

Gibbs’ Reflective Cycle Example

In this example, imagine you gave a presentation to your senior leadership team, and it hasn’t gone well. Retrospectively using the model, your analysis might look something like this:

Gibbs’ Reflective Cycle Template

You can download a template to help you conduct a Gibbs’Reflective Cycle in PDF format here .

Gibbs’ Reflective Cycle provides a six-step circular process that you can use to help you learn through practice.

The first half of the model helps you collate what happened during your previous experience, while the second half helps you understand the improvement options available and take action, so you improve your performance in any similar situations you encounter in the future.

Cite this article

Minute Tools Content Team, Gibbs’ Reflective Cycle, Minute Tools, May, 2019 https://expertprogrammanagement.com/2019/05/gibbs-reflective-cycle/

Originally hailing from Dublin, Denis has always been interested in all things business and started EPM in 2009. Before EPM, Denis held a leadership position at Nokia, owned a sports statistics business, and was a member of the PMI's (Project Management Institute’s) Global Executive Council for two years. Denis now spends his days helping others understand complex business topics.

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LibAnswers: Referencing

How do i reference gibbs' reflective cycle in apa (7th ed.).

Wherever possible you should use the original work.

Gibbs, G. (1988). Learning by doing: A guide to teaching and learning methods. Further Education Unit.

Secondary referencing If you have not read the original you must make this clear by referring to the work in which you found the reference. In the reference list only include details of the work that you read.

In-text citation Gibbs’ reflective cycle (1988) as cited in Jasper (2013) shows that… or Gibbs’ reflective cycle is a seminal theory in reflective practice (Gibbs, 1988, as cited in Jasper, 2013).

In the reference list Jasper, M. (2013). Beginning reflective practice (2nd ed.). Cengage Learning.

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COMMENTS

Gibbs' Reflective Cycle
Overview. Gibbs' Reflective Cycle was developed by Graham Gibbs in 1988 to give structure to learning from experiences. It offers a framework for examining experiences, and given its cyclic nature lends itself particularly well to repeated experiences, allowing you to learn and plan from things that either went well or didn't go well.
The ultimate guide for understanding Gibb's Reflective Cycle
Gibbs' The reflective cycle was developed by Graham Gibbs in 1988 with the main aim of structuring individual learnings from past experiences (Markkanen et al., 2020). Effective utilization of this cycle offers a wide opportunity to examine past experiences and improve future actions. Hence, the efficacious use of Gibbs' reflective cycle helps ...
Gibbs' Reflective Cycle
Professor Graham Gibbs published his Reflective Cycle in his 1988 book " Learning by Doing ." It's particularly useful for helping people learn from situations that they experience regularly, especially when these don't go well. Gibbs' cycle is shown below. Figure 1 - Gibbs' Reflective Cycle. Figure 1 - Gibbs' Reflective Cycle.
Gibbs' Reflective Cycle explained with lots of Examples.
The Gibbs' Reflective Cycle is a Tool that helps professionals Grow and Learn from their past Experiences. To do this, it proposes to analyze the Situations in which someone wants to Improve. Drawing Conclusions that allow us to do things better in the future. It consists of 6 Repetitive Steps (a cycle): Description. Feelings.
The Gibbs Reflective Cycle
Here are the key things to remember about using the Gibbs reflective cycle: It has six steps - describe, feelings, evaluate, analyse, conclusion, action plan. It structures reflections by moving from facts to analysis and meaning-making. Reflect soon after complex or emotional experiences.
How To Lead a Gibbs Reflective Cycle Exercise (+Template)
2. Feelings. The second step in the Gibbs Reflective Cycle is to explore your emotions during the experience in question. Here, you will note the positive and negative feelings you had during the experience. Identifying and acknowledging emotions is critical to gaining a deeper understanding of the situation. 3.
Gibbs' Reflective Cycle
Gibbs' Reflective Cycle is a popular model for reflection, acting as a structured method to enable individuals to think systematically about the experiences they had during a specific situation.. Gibbs' Reflective Cycle is a widely used and accepted model of reflection.Developed by Graham Gibbs in 1988 at Oxford Polytechnic, now Oxford Brookes University, this reflective cycle framework is ...
PDF Gibbs' reflective cycle
Using Gibbs' reflective model in reflective writing The following text is an example of a piece of reflective writing, following Gibbs' model. The task was to write a reflection about an incident which occurred during the first few weeks of a teaching placement (1000 words). Please note that the references used are fictional.
Gibbs' Reflective Cycle
About the Model. Professor Graham Gibbs published his Reflective Cycle in his 1988 book " Learning by Doing ." It's particularly useful for helping people learn from situations that they experience regularly, especially when these don't go well. Gibbs' cycle is shown below.
Gibbs
Gibbs' Reflective Cycle. Similar to Kolb's Learning Cycle, Gibbs (1988) Reflective Cycle also provides a structure for a reflective essay. The structure of a piece of reflective writing, whether it be an essay or learning log entry, might consist of six components or paragraphs that follow Gibb's cycle:
Gibbs Reflective Cycle: Theory and Template
The Gibbs Reflective Cycle starts at Description and then continues clockwise to Feelings, Evaluation, Analysis, Conclusion and ends at Action plan, to finally return to Description. Here the Gibbs reflective cycle is complete. Figure 1 - the steps of the Gibbs Reflective Cycle. The various steps are explained in more detail below:
Gibbs' Reflective Cycle
In this video, we explained Gibbs' Reflective Cycle - a structured framework for reflective practice that is widely used in healthcare, education, and social...
Gibbs' Reflective Cycle
Gibbs' Reflective Cycle was developed by Graham Gibbs in 1988 to give structure to learning from experiences. It offers a framework for examining experiences, and given its cyclic nature lends itself particularly well to repeated experiences, allowing you to learn and plan from things that either went well or didn't go well. ...
Gibbs Reflective Cycle
Alternatives To Gibbs Reflective Cycle. Kolb's (1984) model is a more simplified model based on a set of theories around how people learn - in fact, Gibbs' model was based on Kolb's research. It revolves around four key stages: Concrete Experience, Reflective Observation, Abstract Conceptualization, and Active Experimentation.
Elevation through reflection: closing the circle to improve
Reflecting alone and recording the reflection is a popular format for reflective practice. Reflective writing (handwritten journal entry or typing an electronic document) is a common way to reflect, though audio or video recordings can also be used. ... Other models, such as Gibbs' Reflective Cycle Model (Table 3) ...
6.2 Gibb's reflective cycle
Figure 4 Gibb's reflective cycle (Adapted from Dye, 2011) Gibb's model 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 and there is a clear link between the learning that has happened ...
PDF 16 Using a framework for reflection: Gibbs' reflective cycle
This section tracks the devel- opment of a piece of reflective writing using the Gibbs framework, in three steps: 1 An extract from notes briefly describing the experience. 2 An analysis of the experience using Gibbs' model. 3 A short reﬂective report, ready to hand in. 1 The experience: a Community Practitioner at work.
PDF Gibbs' Reflective Cycle Template
Gibbs' Reflective Cycle Template Step 1: Description Step 2: Feelings Step 3: Evaluation Step 4: Analysis Step 5: Conclusion Step 6: Action Plan STEPS 1-3 STEPS 3-6 WE FOCUS ON WHAT HAPPENED WE LOOK AT HOW TO DO BETTER NEXT TIME State what happened. How did that make you feel? What went well/not so well?
Gibbs' Reflective Cycle
Gibbs' Reflective Cycle Explained. The model is a circular six-step critical reflection process. The circular nature of the model lends itself to learning from experiences over time. The model consists of six steps: The first three steps of the model focus on what happened during the experience being analyzed. The final three steps of the ...
Development and Implementation of a Reflective Writing Assignment for
An example of a study that examined the impact of Gibbs' Reflective Cycle on medical students was documented in Dhaliwal et al. (2018) where they piloted a reflective assignment in which medical students were introduced to Gibbs' Reflective Cycle during a half-day workshop and subsequently submitted reflective narratives based on a doctor ...
How do I reference Gibbs' reflective cycle in APA (7th ed.)?
If you have not read the original you must make this clear by referring to the work in which you found the reference. In the reference list only include details of the work that you read. Gibbs' reflective cycle (1988) as cited in Jasper (2013) shows that…. Gibbs' reflective cycle is a seminal theory in reflective practice (Gibbs, 1988 ...
Gibbs' cycle review. Emotions as a part of the cycle
Abstract. The Gibbs' cycle, used in reflective practice, is a tool for self-reflection, mental wellbeing monitoring, academic learning and teaching activities, personal and professional development. It is structured in six phases: description, feelings, evaluation, conclusions, and action plan. Considering well-being and mental health as ...

Gibbs' Reflective Cycle

Description

Example of 'Description'

Example of 'Feelings'

Example of 'Evaluation'

Example of 'Analysis'

Example of a 'Conclusion'

Example of 'Action Plan'

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Table of Contents

Stage 1: Description

Stage 2: Feelings

Stage 3: Evaluation

Stage 4: Analysis

Stage 5: Conclusion

Stage 6: Action plan

Gibbs’ reflective cycle example in health education

How to reference Gibbs reflective cycle?

Can Gibbs' Reflective Model be used in any profession?

What are the disadvantages of Gibb's reflective cycle?

Gibbs' Reflective Cycle

What Is Gibbs' Reflective Cycle?

Using the Model

Step 1: Description

Step 2: Feelings

Step 3: Evaluation

Step 4: Conclusions

Step 5: Action

Frequently Asked Questions About Gibbs' Reflective Cycle

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How To Lead a Gibbs Reflective Cycle Exercise (+Template)

What is the Gibbs Reflective Cycle?

What is the Gibbs Model of Reflection? What Are the Six Stages?

1. Description

2. Feelings

3. Evaluation

4. Analysis

5. Conclusion

6. Action Plan

Instructions: How To Lead a Gibbs Reflective Cycle Exercise to Learn from Experience

Step 1: Pick the Situation and Detail What Happened

Step 2: Explore Feelings and Reactions

Step 3: Evaluate What Worked and What Didn’t

Step 4: Determine the Root Cause of the Situation

Step 5: Summarize What Happened and What Was Learned

Step 6: Create An Action Plan

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