gibbs reflective cycle example essay group work

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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.

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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Gibbs Reflective Report

Managing diversity (mgt5348), university of glasgow.

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The ability to effectively work within a group is an important skill set to have as it can develop leadership skills and, teach delegation and effective communication (Colbeck, et al., 2000). Naturally, challenges will arise when working within a group. Gibbs (1998) states that students who do not learn from past mistakes will fail to improve in the future. Reflecting on situations allows individuals to learn from mistakes and provides them with an understanding of how things could have been improved (Markkanen, et al., 2020). Gibbs Reflective Cycle is a helpful model to use when reflecting on group situations, encouraging individuals to reflect on what they thought and how they felt and acted (Gibbs, 1998). This report will reflect on how my group worked together, explore what worked, what did not, and suggest recommendations on how our teamwork could have been improved.

Description Our lecturers allowed us to pick our own groups, so myself and two other course friends joined together. We had an additional member added to our group as we were one person short. All group meetings were held on Microsoft Teams and a Google Doc was set up so that we could read what each other had written and track our progress. Once we decided on our topic for the assignment, we collectively agreed to divide the report into two sections and have two people write in each part. After the first meeting, we gave ourselves one week to write the first draft which provided enough time to review and edit during the next meeting, as well as write the introduction and conclusion. When I started to write my section, it became obvious that we hadn’t chosen the best way to break down the work as we hadn’t decided who was going to write each point. It therefore required further communication between group members. Overall our group worked well to complete the task effectively. All members attended every meeting and had the work completed by the agreed deadlines. However, when we met to write the introduction and conclusion together, one member did not contribute to the discussion. Despite this, we managed to submit the assignment early.

Feelings Initially, I had a slight ‘grouphate’ feeling towards the assignment as it had to be completed virtually and I’d had bad experiences of virtual group work in the past. “Grouphate” is a term used to describe the feeling that some students have when given group assignments (Burke, 2011). It can cause students to have a negative mindset about a project before it even begins.

I previously found it challenging to build strong communications with a group on a virtual level. However, in this instance the grouphate feeling faded as our group evolved and meetings became productive.

As one of our group members was randomly assigned, I was nervous as we hadn’t met and didn’t know if we could work effectively together. Working with people that you already have a social connection with can be useful as a strong communication already exists (Levi, 2016). I was anxious before the first meeting as I find meeting people for the first time more challenging virtually than face-to-face. You get a better understanding of a person’s character by meeting them for the first time in person rather than just hearing their voice. However, it was satisfying when everyone’s work came together, and we were able to submit our work early.

Evaluation One aspect that I noticed worked well during the assignment was that we had a wide range of skills that could be used in different situations. For example, one member was good with technology and was able to set up all of the meetings on Microsoft Teams and organise the Google Doc. Although I was initially worried about not knowing one of the team members, I began to understand that it could bring advantages to the team. Randomly assigned groups can help the team to stay focused on the task at hand and add opportunities for a new way of thinking (Burke, 2011). This is what happened with our group as we didn’t have off-topic conversations in case a member felt left out, which is possibly why we were able to finish the assignment early as we had few distractions.

Despite having negative feelings towards the virtual group work by the end I came to enjoy working virtually. A study conducted by Lind (1999) found that women preferred virtual group work to face-to-face, it provided them with a sense of confidence as they weren’t being stared at, allowing them to easily express their opinions. Bergiel, et al (2008), agrees that virtual group work can be more inclusive and discourages discrimination. During our virtual group meetings, I felt more confident to speak out than I would in face-to-face meetings because virtual meetings offer a more equal playing field.

Although I felt more confident during the virtual group work, I did get frustrated when I couldn’t understand why one group member didn’t say much during the meetings. Zigurs and

2003). Looking back, this might have happened with our group project idea. During our first meeting, I was the only one who suggested an idea for our topic, and therefore everyone agreed to go with that idea. This may have happened because the group members did not want to cause tension, and not necessarily because they thought it was a good idea.

Conclusion This assignment has made me realise the importance of getting to know all team members properly to ensure nobody feels left out or uncomfortable in sharing their ideas. Having a good relationship between team members encourages confidence to express ideas and opinions. I have also learnt that groups should evaluate different options to ensure the task is completed in the best possible way. A lesson from this experience is that the fastest way of doing something is not always the most effective.

Action Plan When completing virtual group work in the future, I will make sure that we agree at the start of the project that everyone has their cameras on during every meeting. This will ensure that everyone can look at each other, engage with their body language and confirm they are giving their full attention. Next time, I will organise my group to go into breakout rooms together during the lectures. This will help the members to feel more confident in sharing ideas. Lastly, I will ensure everyone has a clear role within the group, using Belbin’s team role self-perception questionnaire to identify strengths and who best sits within each position (Sommerville & Dalziel, 1998).

Word Count - 1511

References Beebe, S. A. & Masterson , J. T., 2003. Communicating in small groups, Boston: Massachusetts : Pearson Education Inc.

Belbin, R., 2012. Team roles at work . Routledge. Bergiel, B. J., Bergiel , E. B. & Balsmeier, P. W., 2008. Nature of virtual teams: a summary of their advanatages and disadvantages. Management research news. Burke, A., 2011. Group work: How to use groups effectively. Journal of Effective Teaching , 11(2), pp. 87-95. Colbeck, C., Campbell, S. and Bjorklund, S., 2000. Grouping in the dark: What college students learn from group projects. The Journal of Higher Education , 71 (1), pp- 83. Gibbs, G. 1998. Learning by Doing. A Guide to Teaching and Learning Methods. Oxford Centre for Staff and Learning Development. 2013. Oxford Brooks University. Oxford. UK. ePub Levi, D., 2016. Group Dynamics for Teams. 5 ed. s.:SAGE Publications. Lind, M. R., 1999. The gender impact of temporary virtual work groups. IEEE transcations on professional communication, 42(4), pp. 276-285. Markkanen, P., Välimäki, M., Anttila, M. & Kuuskorpi, M., 2020. A reflective cycle: Understanding challenging situations in a school setting.. Educational Research, 62(1), pp. 46-62. Sommerville, J. and Dalziel, S., 1998. Project teambuilding—the applicability of Belbin's team-role self-perception inventory. International Journal of Project Management , 16 (3), pp-171. Zigurs, I., and S. Qureshi. (2001). “Managing the Extended Enterprise, Creating Value from Virtual Spaces,” in Dickson, G. W., and G. DeSanctis. (eds). Information Technology and the Future Enterprise: New Models for Managers . New York: Prentice-Hall.

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Gibbs Reflective Cycle - 6 Stages, Pros and Cons

Table of Content

1. Description

3. evaluation, 4. analysis, 5. conclusion, 6. action plan, advantages of gibbs reflective cycle, disadvantages of gibbs reflective cycle.

After a considerable life, some people realise that they learn better with experience. Therefore, they are not designed to consume words without knowing them.

It is a fact that when one reflects on their experience, they do everything better. They are allowed to discover new boundaries in any situation. They can ask questions such as "what could have been done better" when it's hard for them to learn. It is where Gibbs Reflective Cycle comes into play. This cycle helps them understand what was right done by them and what they could have done better. Anyone can use it to make sense of any situation at work or home.

One of the most popular cyclic models of reflection is used. It leads to six stages of any experience. However, before we get into these stages, let's first understand what the Gibbs reflective cycle is:

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What is gibbs reflective cycle.

It is a cycle that helps people analyse their experiences. It can be concerning for any situation or scenario they have had while performing a particular activity. The primary aim of Gibbs model of reflection is to enhance the systematic thinking of anyone so that they can come to an effective conclusion. The drawback generated will help them gather courage and understanding to do better next time.

Therefore, it improves anyone's attention and ability to analyse any significant task they are engaged in. And also clear them of the mistakes they have made in such situations. After following Gibbs Reflective Cycle , anyone can gain good learning to analyse part of their experience and improve their actions in the future. And many other things that are related to any particular task.

Interesting! Is it not? You are improving your ability to analyse your activities and tasks with a model. Do you know this cycle's past events? If not, read the following section to learn more.

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How Did Gibbs Reflective Model Originate?

Professor Graham Gibbs was the man who supported "experimental learning." In his 1988 book, "Learning by Doing," he published the model. He published the model in his 1988 book, Learning by Doing. The book drew in the top psychologists of the time. They started to research the model using various scenarios and actions that a person would take daily. The Kolb learning cycle served as the model for the theory.

Gibbs cycle of reflection was said to be the best way to reflect on the past and discover how to deal with challenging circumstances without becoming alarmed or anxious. It developed into a crucial instructional technique that assisted learners in making sense of each task they completed. These days, nursing students use this model to comprehend various patient-related health scenarios. Accepting a failure as a lesson learned and delving into what went wrong aids them in overcoming a setback. To better understand, you can look for some examples of Gibbs model of reflection related to nursing backgrounds.

The main focus of nursing is taking care of patients and offering specific services throughout treatment. They are often asked to write assignments on their study of the Gibbs model. Students who need an A+ paper on the Gibbs model written by professionals turn to Nursing assignment help . As a result, the following section is the most important one in this article. Read it thoroughly.

Also Read:  How to Write a Reflective Essay Which Reflects Your Life Experience?

What Are the 6 Stages of Gibbs Reflective Cycle?

A management and self-reflection tool. To critically engage with the learning experience and draw conclusions, practice-based learning enables people to think logically and methodically about their various adventures.

There are six steps in the Gibbs reflective model . The first three steps are concerned with what took place during the experience that is being studied. The final three steps address how you can enhance your knowledge for similar situations you may encounter in the future.

You have to describe the experience in the initial phase. Provide background information and a factual account of the incident's specifics. Setting the stage for later analysis and evaluation, this step of the Gibbs Reflective Cycle functions similarly. To provide clear, accurate information to facilitate understanding. You might inquire as follows:

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

Example of Gibbs Cycle of Reflection Description: My group, which consisted of three other students from my course, and I divided the various sections between us so that we would only have to research one component each for an assessed written group-work assignment. We didn't schedule a time to sit down and write the work together because we thought we could piece it together in the afternoon, the day before the deadline. But as soon as we sat down, it became apparent that the sections were written differently. To turn the assignment into coherent work, we were forced to rewrite most of it. We had allotted ourselves enough time before the deadline to write our sections independently, but we still needed to budget a lot of time to rewrite in case something went wrong. So that the assignment could be completed in time for the deadline, two members of the group had to cancel their evening plans.

Discuss your feelings, actions, and thoughts about the experience in step two of the Gibbs cycle . Never attempt to evaluate or judge the senses. Indicate them. Recall your emotions before, during, and following the incident. What may the experience have been like for others? What are your current thoughts on it?

• What emotions did you have before the event?
• What did you think during the crisis that took place?
• What do other people experience?
• What were you thinking during the case?
• What did you feel after the event?
• What do you believe other people are currently thinking about the situation?
• What are your current thoughts about the situation?

Example of Gibbs model of reflection of Feeling: I was content and thought we had divided the work up wisely before we got together and realised we still had a lot of work to do. I became quite irritated when we realised we couldn't turn in the assignment as is. I needed more motivation to do the rewriting because I was confident it would be successful. It is because a few group members had to postpone their plans, I felt pretty guilty, which motivated me to work harder and finish the work earlier in the evening. I'm glad we chose the effort-related course of action in retrospect.

The evaluation of the circumstances is the focus of this step. Whether they were good or bad, your experiences must be described. Be clear on the main goals as you assess the situation, highlighting the successes and failures. To write a stellar evaluation section just like how we provide assignment help , you must elaborate on the points listed below:

• What went well?
• What didn't go so well?
• Was the situation resolved afterwards? Why or why not?
• Things that went well in the situation
• Something that didn't go well in the situation
• What positives or negatives did you contribute?
• What positives or negatives did others provide?

Gibbs model of reflection example of evaluation: The fact that each group member delivered high-calibre work by the set deadline was one of the things that worked well. In addition, the fact that two group members had to postpone plans inspired us to work harder that night. That enhanced the group's commitment to hard work. On the other hand, we assumed that everyone would write in a different style, which made the group's overall time plan ineffective.

This Gibbs Reflective Cycle is the best opportunity to make sense of what happened and determine what lesson you have learned. You had been concentrating on the specifics of the situation until this point, but you now have the opportunity to conclude it. By doing this, you'll be prepared to handle the same situation effectively. First, list the good and bad things that occur to analyse both properly. Then, you can consider the following queries:

• Why did things go well in this situation?
• What are the reasons for the mistakes that occurred during the crisis?
• What sense can one make of the problem?
• What knowledge is required to understand the problem?
• What knowledge of other people helps to understand the problem?

Gibbs model of reflection example of analysis: After some reflection, I concluded that I should have researched cooking times and used a timer to aid in my planning. Overall, though, the evening was enjoyable, and while some attention was paid to my food, that was not our only goal. After the event, I spoke with a few of my friends, and their encouraging comments helped me realise that my outgoing nature made them feel comfortable and helped them enjoy the evening.

You can now conclude what transpired. You can do that by reflecting on how you felt at the time and imagining what else you could have done. You will significantly benefit from the knowledge gathered as you strive to improve yourself. To improve the outcome in the future, you summarise your expertise and highlight the changes in this step of the Gibbs reflective model . Keep in mind that it ought to be a natural reaction. You may find these questions helpful in this regard:

• What skills can you learn to enhance them?
• Can you use those skills now?
• If you faced the same situation, what would you do differently?
• How are you planning to turn the adverse outcomes into positive ones?

Gibbs model of reflection example of Conclusion: When a group wants to divide work into sections, we must first decide how each area looks and feels. If we had done this, it would have been possible to put the teams together and submit them without doing much rewriting. In addition, I'll keep asking people to identify their strengths, and for longer projects, I might suggest using the "Belbin team roles" framework. Finally, I discovered that sometimes we question our group's choices to ensure that we are not just making these choices out of groupthink.

It is the final action. Be proactive and outline your plans for putting them into action. Based on your findings, make the necessary adjustments to position yourself for the next instance of the same circumstance. For citation guidance, refer to the Gibbs model of reflection or seek professional assistance.

• What did you learn from the situation?
• What skills do you need to develop to become a better person?
• What could have been a more favourable situation for everyone out there?
• What else could have been done?

Gibbs cycle of reflection example of Action Plan: The following time I host an evening, I should practise beforehand so I can use a tried-and-true method. Thanks to this, I'll feel more organised and confident as the event approaches. And tried methods could also ask someone more accustomed to doing this for advice.

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What are the pros and cons of gibbs reflective cycle.

The Gibbs model of reflection has several benefits and drawbacks. Some pros and cons are given below.

• The theoretical model is simple to use and comprehend.
• The procedure enables you to apply the technique repeatedly and with various outcomes.
• You get better at it as you practise more.
• You gain more excellent equilibrium and more reliable judgement through practice.
• It takes a reactive approach rather than a proactive one.
• Since there is no mention of critical thinking, many people consider it superficial.
• There are no empirically supported questions in the model.
• It can be difficult for many people to express their emotions. This model cannot be used there.
• A novice may need help to carry out the study successfully without a guide or experienced practitioner.

Knowing where to begin the reflective process can be challenging if you are not used to it. Fortunately, there are many models you can use as a framework for your reflection, such as the Driscoll reflective model , the Era cycle, Kolb's experiential learning cycle, etc., to help you approach your reflection better.

Also Read:  Reflective Journal: A Guide on Writing Reflection-On-Action with Few Examples

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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.
• Economies of Scale
• Business Plan for Beginners
• Business Plan Basics
• How to write a Business Plan
• Cash Flow Calculation
• Raising Funds for a Business
• 4 C’s of Credit
• Business Plan Templates
• Customer Insight
• Customer Experience
• Customer Pain Points
• 4C Marketing Model
• RATER Model
• Augmented Product
• Product Mix
• Unique Selling Proposition
• DAGMAR Model
• Marketing Storytelling
• Content Marketing
• Psychographics
• Barnum Effect
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• Marketing to Generation Z
• 4P Marketing Mix
• 7P Marketing Mix
• Sales Funnel
• Loyalty Ladder
• RACE Planning
• Push and Pull Marketing
• Marketing Strategy
• Marketing Templates
• Starting your own business
• From Startup to a Business
• Entrepreneur FAQs
• Start your Business Idea
• Entrepreneur Golden Rules
• Innovate or Imitate?
• Design Thinking
• SCAMPER Model
• AAR Process
• Work From Home
• Growth strategies for Startups
• VMOST Analysis
• 3P Framework
• SOAR Analysis
• TELOS Analysis
• 5 C’s of Entrepreneurship
• Crowdfunding
• BATNA & ZOPA Negotiation
• Entrepreneur with no Money
• Entrepreneurship Templates
• Strategy vs Tactics
• Mission and Vision
• Business Values
• Value Chain
• Scenario Planning
• Porter 6 Forces
• Bowman’s Strategy Clock
• GE-McKinsey Matrix
• Delta Model
• PEST Analysis
• PESTEL Analysis
• SWOT Analysis
• VRIO Framework
• Strategy Canvas
• Competitive Advantages
• Porter’s Four Corners
• 5 Ps of Strategy
• Porter’s Generic Strategies
• Porter’s Diamond Model
• Wardley Map
• Core Competencies
• Resource Based View
• Bridges Transition Model
• CAGE Distance Framework
• McKinsey’s 3 Horizons
• Vertical Integration
• Horizontal Integration
• Blue Ocean Strategy
• Red Ocean Strategy
• Porter 5 Forces
• Ansoff Matrix
• McKinsey 7S Framework
• CATWOE Analysis
• Strategy Pyramid
• Bain’s RAPID Framework
• Balanced Scorecard
• Resources and Capabilities
• Strategy of Apple
• Strategy of Amazon
• Strategy of Starbucks
• Strategy Templates
• Communicate Effectively
• COIN Conversation Model
• SCARF Model
• SBI Feedback Model
• CEDAR Feedback Model
• How to behave at a meeting
• Gibbs’ Reflective Cycle
• Bloom’s Taxonomy
• 5E Learning Model
• 9-Box Performance Grid
• SEEDS Bias Model
• Halo Effect
• Pygmalion Rosenthal Effect
• Dunning-Kruger Effect
• How to be an Entrepreneur
• How to be a Leader
• Mintzberg Managerial Roles
• Cog’s Ladder
• The Peter Principle
• How to Negotiate
• Teamwork Skills and Profiles
• Gantt Chart
• RACI Matrix
• Eisenhower Matrix
• MoSCoW Method
• FMEA Process
• Problem Solving
• Ishikawa Fishbone diagram
• 5 Whys Method
• 8 Disciplines Method
• ADDIE Model
• ORAPAPA Method
• Cynefin Framework
• Just In Time
• SMART Goals
• KISS Principle
• Birkinshaw’s 4 Dimensions
• Parkinson’s Law
• OGSM Framework
• OKR Methodology
• APQP Framework
• Theory of Constraints
• Success through Organization
• ADKAR Model
• Lewin’s Change Model
• Kotter’s 8-Step Model
• The Greiner Curve
• GAP Analysis
• Planning Templates
• Mean, Median and Mode
• Define your Data
• Pareto Principle 80/20 Rule
• Decision Matrix
• Decision Tree
• TARA Framework
• Root Cause Analysis
• Simplex Process
• Forecasting Methods
• Product Life Cycle
• How to use Google Trends
• Correlation vs Causation

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