We recognise the value of the use of such models to aid understanding otherwise complex issues, and use models and frameworks extensively in our work.
The four-section circle:
... shows that whatever model occupies the points in the delta, when the organisation strives for excellence it is necessary to learn how to optimise and balance the relationships. Perhaps the most widely accepted learning model is based on a four-part repetitive cycle. Effective learning occurs in the four phases (shown by the four arrows forming the circle) of think, plan, do, and review, and then back to think about what happened.
The number 4 also has other significance in learning. Any learning program should attempt to recognise that organisational members will have one of four preferred learning styles depending upon where in the learning loop they are most effective starting. The four learning styles associated with think, plan, do, and review are theorist, pragmatist, activist, and reflector. Different people want to start learning in one of the 4 parts.
Adopting strategies to recognise learning styles not only has the potential to directly improve learning, but also reduce ineffective post-learning group behaviour. Organisational change and development is aided by acknowledging such individual differences.