Borton’s 1970 Model of Reflection: A Tool for Deep Self-Examination and Learning
Borton’s 1970 Model of Reflection: A Tool for Deep Self-Examination and Learning
Borton’s 1970 model of reflection is a simple yet powerful framework designed to guide individuals in exploring their experiences, thoughts, and actions in order to enhance their learning and personal development. This model, originally developed by John Borton, is structured around three central questions: “What?”, “So What?”, and “Now What?” These questions provide a structured approach to reflecting on an experience and help individuals gain deeper insights into themselves, their behavior, and their potential for future actions.
1. “What?” (Description of the Experience)
The first step in Borton’s model is to describe the experience. This step encourages individuals to provide an objective account of what happened, without adding interpretations or judgments at this stage. The purpose is to observe and document the facts, ensuring that the experience is laid out clearly and accurately.
Questions to ask during this phase might include:
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What happened during the experience?
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What were the key events, people, and actions involved?
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What were my feelings or reactions during the experience?
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Where and when did the experience take place?
This stage is about gathering information and creating a narrative of the event. By focusing solely on the factual details, individuals can avoid getting caught up in emotional reactions or assumptions, allowing them to better understand the context and background of the experience.
Example:
I was working on a team project at work, and during a meeting, I disagreed with a colleague about the approach we should take. The discussion became heated, and we ended up interrupting each other and raising our voices. The meeting ended with no clear resolution, and I felt frustrated afterward.
2. “So What?” (Analysis and Interpretation)
The next step of the model is to reflect on the meaning of the experience and to explore its significance. This phase is about analysis and interpretation—looking beyond the surface and considering how the experience affected you, others involved, and the situation itself. It is also the stage where individuals can identify patterns, uncover insights, and draw connections to previous experiences or broader themes.
Questions to ask during this phase include:
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Why did the experience unfold the way it did?
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What were the feelings or emotions involved in the situation?
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How did the experience challenge or confirm my assumptions or beliefs?
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What did I learn from this experience, and how did it impact me?
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How did others respond to the situation, and why?
The “So What?” phase encourages deeper critical thinking and self-awareness. It helps individuals recognize not only the emotions and reactions during the experience but also how these feelings and actions influenced the outcome. This stage of reflection can lead to a better understanding of personal strengths, areas for growth, and the impact of one’s behavior on others.
Example:
I realized that my reaction to my colleague’s suggestion was emotionally charged because I felt that my ideas were being dismissed. I also noticed that I often respond defensively in similar situations when I feel undermined. My reaction may have contributed to the escalation of the conflict, and it’s possible that my colleague also felt frustrated or unheard.
3. “Now What?” (Action and Future Plans)
The final step of Borton’s model focuses on how the experience can inform future actions. After analyzing the situation, the next step is to determine how to move forward—what can be done differently next time, and what steps should be taken for personal growth or improvement.
Questions to ask during this phase include:
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What will I do differently the next time I face a similar situation?
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How can I apply the lessons I’ve learned from this experience?
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What specific actions will I take to improve my behavior, skills, or approach?
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What resources or support do I need to make these changes?
This phase is about action planning—taking the insights gained from reflection and using them to drive positive change. It encourages individuals to think about how they can improve their future behavior, learn from their mistakes, and incorporate new strategies or behaviors that align with their goals.
Example:
Next time, I will practice listening more actively during discussions and focus on responding with respect rather than defensiveness. I will also take a moment to pause and reflect before reacting, which will help me manage my emotions more effectively. I plan to attend a conflict resolution workshop to improve my communication skills in these types of situations.
Why Is Borton’s Model Effective?
Borton’s 1970 model of reflection is particularly useful because of its simplicity and clarity. The three steps provide a clear, structured approach to reflecting on experiences, making it easier for individuals to break down complex situations into manageable components. Additionally, by guiding individuals through description, analysis, and action, this model ensures that reflection leads to insight and tangible change.
Some benefits of Borton’s model include:
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Structured Reflection: The three-step process offers a clear and systematic way to reflect, making it accessible for individuals new to reflective practice.
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Encourages Action: By concluding with the “Now What?” phase, the model ensures that reflection doesn’t just end with analysis but leads to practical steps for improvement or change.
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Personal Development: The model encourages self-awareness and growth, pushing individuals to identify both their strengths and areas for improvement.
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Adaptability: The model can be applied to a wide range of situations, from personal experiences to professional challenges, making it versatile for various types of reflection.
Conclusion
Borton’s 1970 model of reflection is a practical tool for self-examination and learning. By asking three simple yet profound questions—What?, So What?, and Now What?—individuals can gain valuable insights into their experiences, behaviors, and actions. This reflective practice helps foster self-awareness, encourages growth, and provides a framework for taking actionable steps toward improvement. Whether used in personal development, education, or professional settings, Borton’s model serves as an essential tool for turning experience into learning and facilitating continuous growth.