We don’t build new skills just by listening or reading instructions. Real learning happens when we try things out, reflect on what worked, and apply those insights in practice.
That’s why at Coverdale, we work with the principle of experiential learning. One of the most powerful tools in this process is the review – a structured reflection that turns experience into progress.
Our review follows three clear steps:
Analysis:
We take a close look at what happened. What went well? What did individuals find challenging? This isn’t about defending positions or proving a point. It’s about sharing perspectives and seeing the bigger picture. Even when you do a review alone, it helps to systematically capture your own view.
Drawing conclusions:
Next, everyone reflects on what they’ve learned. In a group, people share these insights – often the moment when real breakthroughs happen.
Agreeing on new experiments:
Finally, the group decides what to do differently next time. These experiments are reviewed later: Did they work or not?
Here’s a simple example:
In one of our workshops, a team struggled to meet deadlines. During the review, it became clear that most agreements were too vague. Their shared learning was to define every task with a clear owner and deadline. Two weeks later, they found it wasn’t a magic fix – but the number of unresolved tasks had already dropped by half.
This is where real learning happens – when people have the courage to reflect honestly and commit to trying something new.
To make this effective long term, reviews shouldn’t be a one-off exercise. They need to be part of daily collaboration, guided by a leader or facilitator who helps keep learning alive.
👉 How do you keep reflection and learning going in your team? We’d love to hear your thoughts and experiences!
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