Transformative learning phases according to Mezirow Transformative learning is the expansion of consciousness through which an individual can question themselves about their own feelings, beliefs, assumptions, and perspective on their purpose. Individuals who are undergoing such a transformative process are believed to completely rewire and transform their beliefs, assumptions, and experiences into brand new expressive perspectives. As a theory, transformative learning is an act that individuals conduct in order to be more self-motivated, self-governing, rational, collaborative, and empathetic. Essentially, individuals often develop the ability to reflect on things that they may have taken for granted or were not quite aware of in the past, and have made conscious decisions about it. Jack Mezirow describes ten phases that frequently occurred in this perspective transformation: 1. Disorienting dilemma A person’s current meaning structure does not match a previous experience, causing a disorienting dilemma. When skills and experience meet meaning structures, individuals do not apply transformative learning. 2. Self-examination After a disorienting dilemma, learners do a self-test of their beliefs and understandings and think about how past experiences connect to the recent dilemma. Individuals who are learning get a perspective transformation when they realize that their perspective may not be the only perspective. 3. A critical assessment of assumptions Past assumptions need to be assessed, reviewed critically, and their validity checked. It helps them accept that some of their assumptions were wrong and keep an open mind to new information. 4. Recognition that others have shared similar transformation An employee can recognize that one’s discontent in the transformation process is shared and that others have also experienced similar situations. 5. Exploration of new roles or actions In a transformative learning process, the individual can seek new roles that are compatible with the new skills. They also create deeper relationships with colleagues as they look for them to assist in completing tasks in the new position. 6. Development of a plan for action While following a transformative learning path, we should also build confidence in our beliefs and understanding. It enables an individual to make their own decisions. 7. Acquisition of knowledge and skills for implementing the plan After understanding how past beliefs may have been wrong or misguided, employees get a perspective transformation and plan a course of action. This plan demands the types of learning required to understand the situation entirely. 8. Trying out the plan It is where the real learning happens as individuals carry out their plan further in their transformational learning. It takes work and a lot of effort to learn new things and consider new perspectives. 9. Development of competence and self-confidence in new roles The key to success in transformational learning is an exploration and trying to understand all the changes. It is beyond regular learning but actively working on getting new experiences. 10. Reintegration into life on the basis of new perspectives These phases allow individuals for their successful integration into life on the basis of new perspectives because people develop an implementation plan. They gain the knowledge and skills needed for this plan.
