Schon's Reflective Model and Its Role in E-Learning

Nowadays, when offering digital education, it's not enough to simply transfer content online. True learning, which is transformative and meaningful, requires more. It demands reflection.

Donald Schon's Reflective Model was originally developed for professional practice. However, it has now emerged as a useful framework for e-learning design. Schon's ideas invite us to slow down, think critically, and turn passive content consumption into active, conscious growth.

His framework creates a space for learners to engage with their experiences and apply insights in real time. In this guide, we discuss Schon's model in detail. We also explain how it can be applied in e-learning.

What Is Schon's Reflective Model?

Donald Schon's Reflective Model redefines how we understand learning from experience. It's particularly helpful in complex situations where there isn't always a clear answer.

Rather than relying solely on theory or predefined instructions, Schon emphasized the value of thinking on your feet and learning through doing. His model introduced two key concepts: reflection-in-action and reflection-on-action.

• Reflection-in-action is about thinking and adapting while the experience is still unfolding. It is responsive, dynamic, and requires a high level of self-awareness.
• Reflection-on-action happens after the fact. It's a deeper, more analytical process, which involves reviewing what happened, evaluating decisions, and drawing lessons to apply in the future.

These two modes of reflection make learners more than just consumers of knowledge. They can actually become a part of their own growth. Plus, they begin to trust their judgment and refine their approach.

An Example of Schon's Reflective Model in Action

Let's say there's an e-learning course for healthcare professionals that focuses on virtual patient consultations. A nurse, midway through a simulated video consult, realizes that the patient is anxious and not responding well to clinical language.

She quickly shifts her tone and simplifies her language. What she's done is reflection-in-action as she's adjusting her approach in real time.

Later, she revisits the simulation in a debriefing module. She analyzes what went well and what she could have done differently. The analysis provides grounds for how she might handle a similar situation in the future. Here, she's doing reflection-on-action, which is a deliberate process to transform experiences into lasting insight.

Together, these reflections offer the nurse more than just technical skill development. They also cultivate emotional intelligence and adaptive thinking.

The Principles of Schon's Reflective Model

When you look at the principles behind Schon's Reflective Model, you can better apply it in different settings. Here are the principles of this framework.

Problem Framing

Rather than jumping straight to solutions, Schon emphasizes the importance of carefully defining the problem first. Basically, you need to step back and ask what's going on. The process challenges assumptions and invites multiple viewpoints.

In an e-learning setting, this could look like scenario-based learning where the challenge isn't fully spelled out. Learners must investigate and shape their own understanding of the issue before moving forward.

For example, in a course about diversity and inclusion, instead of simply providing information on different cultures or identities, learners could be presented with scenarios where they must navigate complex situations involving diversity. They can then reflect on their own biases and beliefs, and how it affects their decision making.

Action

After framing the challenge clearly, the next step is acting with informed intention. Here, the learner's knowledge meets their experience.

Action in Schon's model is about applying what you know in a way that fits the situation, using intuition, skill, and flexibility. The principle comes to life through simulations and branching scenarios in digital learning. Learners can apply strategies in the context of interactive problem-solving tasks.

Reflection

As we've explained above, reflection operates on two levels in Schon's model. Reflection-in-action happens during the activity, while reflection-on-action occurs after the experience.

Reframing

Sometimes, the most powerful insight doesn't come from solving the problem but from realizing you were looking at it the wrong way. Reframing means changing the lens to look at the issue.

It often emerges during reflection-on-action, when a learner reconsiders an experience and recognizes new angles they hadn't seen before. In an online course, students can reframe their views through peer discussions and feedback loops.

Contextual Learning

Schon's model doesn't isolate learning from the world in which it happens. Instead, it insists on context. Learners are guided to consider the unique conditions, constraints, and cultural factors influencing every situation.

No two problems are ever quite the same, and neither are the solutions. For digital learning, this principle reinforces the importance of creating rich, realistic environments through case studies, role-playing exercises, or industry-specific scenarios.

Continuous Improvement

Ultimately, Schon's model is not a one-time process. Each round of reflection, action, reframing, and learning feeds into the next, building a habit of continuous development.

For professionals, this principle is the foundation of lifelong learning, as it aligns with adaptive learning paths and microlearning strategies that shift with the learner's journey.

How to Apply Schon's Reflective Model in Creating Online Courses

You can use Schon's Reflective Model when creating online courses to foster reflection among your learners. Here's how to achieve this.

Start by Exploring the Core Challenge

Before you build your curriculum, take time to understand the real problem your learners are trying to solve. What professional or personal challenges are they facing? What knowledge gaps or performance barriers stand in their way?

Don't assume what learners need. Instead, analyze the context, industry trends, workplace demands, and learner backgrounds to define the problem clearly.

Suppose you're creating a course on remote leadership. Don't only cover management theory in your content. Instead, frame scenarios that reflect the communication breakdowns, cultural shifts, and other issues that virtual teams face. This way, you don't just deliver knowledge but also help learners frame the real issues they'll encounter.

Embed Real-Time Reflection

You can use tools like interactive branching scenarios and decision-based learning to help learners reflect during the activity. For example, ask questions mid-scenario, like:

• Is this decision aligning with your goals?
• What would you do differently if this situation escalated?

These moments encourage learners to think on their feet and make informed adjustments within the safe space of a course.

Create Space for Post-Activity Evaluation

After each module or simulated experience, invite learners to slow down and analyze what happened. Build structured debriefing moments into your platform where learners can answer relevant prompts.

For example, they can answer why an outcome occurred and how their actions influenced the result. You can use a platform like Coursebox to create courses where you integrate reflective questions and personalized learner feedback at every stage of the course without spending hours on manual design.

Coursebox also has an AI assessment builder that you can use to automate assessment creation and grading. Plus, there are options to include interactive features for student engagement.

Encourage Reframing Through Feedback

After reflection, guide learners to revisit their original understanding of the challenge. Offer feedback loops that help them see problems from fresh angles, perhaps through alternative endings to a scenario or insights from peers in discussion forums.

When framing, learners begin to see that there's often more than one correct path and that shifting their perspective can lead to more adaptive decisions in real-world contexts.

Turn Insights into Action Plans

The final step is empowering learners to take what they've learned and apply it. You must encourage them to create short-term action plans based on their reflections. They could do this through goal-setting exercises or journal entries within the course.

For example, after a module on customer communication, a learner might draft a plan to test active listening techniques in their next client call and then report back on the experience. Learners build a lot of confidence and momentum through this practice.

Best Practices for Implementing Schon's Reflective Model

While the framework is quite comprehensive and impactful, its correct implementation is a must. The following tips can help you make the most of Schon's Reflective Model.

• Block regular time in your schedule to reflect, not just when problems arise.
• Ask thoughtful questions like "What do I know already?" and "What could I try next?" at different reflection stages.
• Invite feedback from peers or mentors to expand your perspective and deepen your learning.
• Turn reflections into action by setting clear goals based on what you've learned.
• Acknowledge your wins, as reflection should highlight growth, not just gaps.

Consistent reflective practice strengthens decision-making and keeps your learning process alive and evolving. More importantly, it cultivates self-awareness and self-knowledge, which are imperative for personal growth and development.

Conclusion

Schon's Reflective Model is a mindset shift that allows educators and learners to engage more deeply and think more critically. The approach can transform online courses by making them more experience-driven.

Tools like Coursebox make this vision actionable. Its AI-powered course building and seamless feedback integration help you embed reflective practices at every step of the online learning process. As a result, it makes high-impact learning accessible and scalable.