Unlocking Deep Learning: The 6 levels to authentic reflection and evaluation
- Xue Mei Rhodin
- Jan 30
- 15 min read
When we teach ourselves, our employees and our children that learning stops at three of the six levels of deep learning, we are robbing ourselves and them of the ability to achieve mastery and self-autonomy.
It creates a world where we encourage self-victimization, codependency and lack of self-initiation instead of resilience, accountability, responsibility and purposeful activation.
In this article Xue Mei Rhodin will break down the foundations of deep learning, how we misuse them in self-development, education and companies. As well as provide tools and sample questions you can use to implement application, synthesis and evaluation for yourself or others to achieve deep learning, progression and self-mastery.
Bloom’s taxonomy of educational objectives is the standard for educational development around the world. It was developed by Benjamin Bloom, an educational psychologist and first published in his book “The Taxonomy of Educational Objectives: The Classification of Educational Goals, Handbook II” in 1965.
The taxonomy (classification system) identifies different domains of learning: cognitive (knowledge), affective (attitudes), and psychomotor (skills). It is the 6 different mental processes that lead to deep levels of learning and ability to apply those ideas in dynamic and critical ways with complete autonomy.
We have created a society and businesses that concentrates on 1. Knowledge, 2. Comprehension and 4. Analysis. 4. Analysis is barely included, often at a very superficial level. But the steps that lead to maturity, autonomy and mastery are 3. Application, 5. Synthesis and 6. Evaluation.
Table 4: Bloom’s taxonomy of educational objectives: cognitive domain
Educational objective | Definition | Example: Beauty and The Beast | Example: Content Creator at a marketing agency |
Knowledge | Remembering or recalling facts, information, or procedures | List three things Belle did or said before arriving at the Beast's Castle. | List all the parts of blog post that creates the structure |
Comprehension | Understanding facts, interpreting information | Explain why Belle didn’t like Gaston | Explain why we are using this structure with titles, paragraphs and call to actions |
Application | Using concepts in new situations, solving particular problems | Predict some of the things that Gaston could have done that would have made Belle like him. | Write a 1000 words blog post containing all the structural parts you listed. |
Analysis | Distinguish parts of information, a concept, or a procedure | Select the part of the story where Belle seems the most uncomfortable or afraid. | List the three most important parts of a blog post to achieve the best click-through rate |
Synthesis | Combining elements or parts into a new object, idea, or procedure | Tell how the story would have been different if Gaston would have been a kind and honest person. | Using the structure of a blog post with a good click-through rate, how can you apply this on an Instagram or Facebook post to get a good click-through rate? |
Evaluation | Assessing and judging the value or ideas, objects, or materials in a particular situation as well as it’s moral and ethical implications | Decide whether you think the Beast acted like a good or bad person and what he should have done differently to be seen as a purely bad or a purely good person. Justify your position. Describe what you would have done differently if you had a choice in his position and why. | Evaluate whether the blog post for a new product launch was effective and what possible changes could be tried to make the click-through rate higher. Also evaluate if the post was ethical and moral, taking into account potential manipulative language, stereotypes or misleading claims. Propose changes to make it more transparent and with proven claims. |
In your own personal goal setting and life planning process, stopping at the lower levels means you never fully progress to the next step of self-awareness, fulfillment, confidence (resilience) and self-leadership. It stops you from creating emotional and mental resilience that gives you the ability to take on more challenging and rewarding tasks and goals.
Companies Cripple Effectiveness, Market-Adaptability And Innovation by Limiting Deep Learning
In a company, having employees stuck at the knowledge, comprehension and analysis levels severely limits their potential and the organization's ability to continuously improve and manage risk. As well as adapting to new technology or market developments. They remain stuck in a junior or mid-level capability, unable to progress into becoming self-directed specialists who can independently plan, lead, execute and evaluate their own work or that of their team. Instead, they must perpetually rely on managerial hand-holding - awaiting instructions on what to do and how to do it, with the leader spoon-feeding them through every step of the process.
When seeing the lack of application, synthesis and evaluation that goes on at most companies I was shocked at how they can even stay afloat. Usually the staff had very low skills in these three areas and even when the team tried to reflect on previous projects and results, it often stayed at a conversational level. It wasn’t taken seriously by the management team and implemented on a large scale.
The meetings stopped before the reiteration of evaluation, synthesis of evaluation and application of new synthesis and insights was identified, planned out and executed on. It’s like telling a law student to only memorize the laws but never expecting them to apply them to real situations in the most effective way. Or expecting a surgeon to read all the surgical literature and disinfect and prepare the operating room but never teaching them to become better at heart surgery or expect them to save anyone.
The conversations in the meetings are often a type of future-faking: “that’s interesting. We could/might use that in the future.” That is an open-ended statement that sounds good, but completely lacks accountability and a true plan for implementation. Usually the employees were waiting for direction, guidance and plans from the management team that never came. Because they were taught to have no self-autonomy and self-leadership.
Instead of a testing, evaluation and synthesis process of:
What’s the most valuable insight we found that we can test and implement in the next 3 months?
How will we do that?
Who will be doing it?
What is our measurement of acceptable effectiveness and results?
When/how do we know if it’s ineffective and we should discard it?
What are the next 2-3 insights we want to test after this?”
This lack of company wide expectation on evaluation, synthesis and application of insights cripples the critical stages of strategizing, planning, reviewing, reflecting and modifying which are imperative for effectively managing risk, maximizing efficiency, ensuring optimal results, and facilitating the ongoing optimization of the team's production processes.
Without developing their employees' mastery through the highest levels of learning, companies undermine their biggest competitive advantage - an autonomous, continuously self-improving workforce capable of navigating an ever-changing landscape with creativity and resourcefulness.
And if you didn't know, reaching application, synthesis and evaluation in any skill is how we feel satisfaction, confidence, passion and self-motivation in our work. So you are robbing your own company of having passionate, self-motivated and result-driven employees. Let that sink in.
Why companies and leaders need to make better evaluation tools
There is a method called Well of Knowledge, a workshop method that categorizes and explains the levels of learning into 4 stages: Repeat, Refer, Review, Reflect. This is a method taught in a lot of design, marketing and business schools to help the students continuously reflect on their process and their results. In universities and schools where I’ve done workshops and lectures for the last 12 years, many of them use this method. And similar methods are used in a lot of companies' human resources processes for employees, such as staff appraisals/performance appraisals.
In the book “How successful people think” John C. Maxwell explains his view on Reflective Thinking. His definition is: “looking at the past to gain a better understanding of the future.” This is a simple and straightforward description of the reflective level of learning. Reflective thinking is a more loose term that could encompass Analysis, Synthesis and Evaluation but is most times used only as the equivalent of Evaluation.
Translated to the official Bloom’s taxonomy of educational objectives this means:
Repeat - Knowledge
Refer - Comprehension
Review - Analysis
Reflect - Evaluation
It is still missing Application and Synthesis. Important steps to self-autonomy and the ability to apply learnings in future situations.
This is why I think many people experience vastly different results when asked to reflect on their process, output and learning from past experiences. Very few are given a full process and list of questions that includes questions for 3. analysis, 4. application, 5. synthesis and 6. evaluation, most only get questions for 6. evaluation. We use loose terms or pick and choose between the different levels of critical thinking and application and therefore never create definitive autonomy and progression towards mastery.
The Pitfalls of Positivity-Biased Reviews: Reclaiming Resilience and Critical Reflection
When going through questionnaires for employee yearly reviews processes and staff appraisals, I’ve found them to either be skewed towards ego-driven answers from the employee or aimed at giving feedback to the manager or company, not insight for the employee themselves how to progress.
Ego-driven questionnaires usually contain lists of questions that all aim at the employee responding to what they are great at, without having to critically think about where they are lacking and need to improve or get support to improve on.
It gives a great feel-good review for self-conscious employees who perform on lower levels, while promoting an even more ego-driven attitude in confident employees that think they are the best performers. Both without giving them tools to properly improve and neutrally assess their processes, results and skill levels. It is the fear of critique and having authentic discussions that lead this type of leadership. Often based on the positive thinking movement, a recent method in psychology that has been proven to create unsure and anxious children who can’t properly learn from failure and lack resilience.
There is usually also a superficial overview of assessing which knowledge, skills and processes the employee needs to learn and practice to achieve better results and more autonomy. If there even are questions at all about it.
Usually this stems from a lack of budget-allocation towards skill-development in employees and the managers and executives lack of knowledge and skills in the area that they lead. So by forgoing these crucial questions towards skill development, efficiency, result-focus and autonomy, the managers and executives do not have to deal with their own lack of leadership, knowledge and budget-responsibility.
I also find that most companies and schools when doing evaluation processes don't explain the process and why each part is important and what it gives the employee to clarify these questions for themselves. So employees and students go into this process blind, not being aware of the significance and importance of each step. It’s seen as something for the teacher or managers, not for the person performing the assessments themselves.
Cultivating Problem-Solvers: The Crucial Role of Application and Synthesis
If someone has not previously been trained in school, through responsible parenting or in other situations to use the last four (Analysis, Application, Synthesis and Evaluation) and make reflections in each area, their reflection will be more lofty and vague and not as effective for them. Therefore I think it’s irresponsible of many companies when doing evaluations with their employees to use methods that lack the complete system for deeper learning and autonomy. They teach their employees to be followers, not self-lead specialists. And if you are a small company trying to grow, this is often the reason you stay small. Because you are not making your employees self-leading specialists who actively solve problems for you.
My personal problem with the Repeat, Refer, Review, Reflect methods are that Application and Synthesis that are missing, are specifically the steps that teach you action and applying new learnings independently. The very process that makes you progress from a junior level to more advanced team leadership roles or specialist roles.
I know, as a specialist in goal setting and strategy with over 19 years of experience, that the hardest part for everyone is doing, not thinking or talking. Applying insights and experiences to new situations and independently without support is what is mentally and emotionally hardest to do. So why are we skipping helping students or employees with the most important steps to autonomy and mastery?
Be your own supportive teacher when doing Analysis, Application, Synthesis and Evaluation
In my opinion, an important thought-model to apply when using reflective processes is to look at the past work and results with a neutral emotion. This means not ruminating or putting emotional judgment on past experiences, actions or results. This is where people usually go into the evaluation stage with the wrong mindset: they let their fear-driven ego lead the process instead of with the curiosity of a student trying to achieve mastery.
Example 1: Analyzing a Failed Job Interview
If you tried a new job interview technique and it didn't work as expected, the neutral mindset would be to analyze what specifically went wrong without judgment of yourself as a person. Perhaps the body language was off, or the questions asked didn't fully showcase your abilities. The negative judgmental mindset unproductively thinks "I'm so bad at interviews" and dwells on shortcomings instead of creating an action plan to improve next time.
Example 1: Analyzing a Failed Project
Instead of beating yourself up over a project that didn't go as planned, approach it with curiosity. Review the project objectively, identifying areas that could be improved without self-criticism. Ask yourself supportive questions like, "What were the key challenges I faced?" and "What resources or knowledge could have better prepared me for those challenges?" Treat it as a learning opportunity rather than a personal failure.
Example 2: Analyzing a Creative Project
When reviewing a creative project you've completed, such as a piece of writing, artwork, or a performance, avoid falling into self-judgment. Instead, approach it as a supportive teacher would. Identify the strengths you can build upon, then analyze areas that need further development with a curious, solution-focused mindset. Ask yourself, "What worked well here?" and "How could I synthesize these successful elements with new techniques to improve next time?"
Instead, take on the role of a scientist or good teacher: the goal is to find the problems you can solve and better options for improvement in the future. A good teacher doesn't judge you, they are interested in how to help you progress. A good teacher doesn't expect you to know or do it perfectly the first time, but they do expect you to correct your mistakes and improve. Be your own supportive teacher - don't judge, just look for solutions you can implement.
Questions for Analysis, Synthesis, Evaluation, Application
The following are sample questions you can ask yourself thoughtfully when you want to reach deep levels of learning and progress towards resilient autonomy and mastery in any area of life. They are set in an order to create the strongest concrete results and clarity on how to apply the insights.
Knowledge
What concepts or processes do I need to have access to knowledge about to be able to complete these projects? Where can I find it?
What knowledge, skills or experience do I have already that will help me complete these projects?
What knowledge, skills or experience do I not currently have?
Where can I get access to this knowledge or practice these skills in the most efficient way?
Comprehension
Do you know which specific process is crucial for you to apply to make progress on your projects?
Which process, knowledge, skill or habit will give you the most progress in the simplest and most effective way?
What important information do you need to remember to keep your motivation, focus and progress up?
Analysis
If you chose 3-5 steps that would make the most effective progress towards your projects, which would these be?
How can you make it as simple as possible?
Do you know if the method you chose is backed by research, data, testing and experience? Or is it just a trend or one person's opinion?
What method or process would give the most valuable results?
Why are these projects important to you?
Synthesis
Where in your day, week or month would it be easiest for you to work on the habits or projects that make you complete your project?
Can you combine them or attach them to a previous habit you have to make it easier to implement?
Which 1-5 methods, skills or experiences combined would make you achieve self-mastery in these projects?
Evaluation
Before starting project:
How will you know if you're progressing on your projects?
What are the indicators telling you that progress is made?
When implementing your project, what will tell you if you are off track and need a better system, tools or help to get back on track?
Do you need to remove a distraction, action or presumption you make that hinders your progress?
What is an acceptable minimal result to consider the completed project successful?
What is the estimated maximum result that can be expected with the allocated process, budget and time?
After finished project:
What became obstacles for you to progress?
What could you simplify to make it easier for you to progress next time?
What makes it easy for you to progress and work actively on your project that you noticed during the project?
What time of the day, week or month was the best time to work actively on your project? Do you need to switch up your planning to make it easier to start or finish your projects in the future?
What else do you think could be improved? How would you improve it?
Application
What is the project you're trying to complete?
What effect is this project trying to accomplish?
Who needs to be involved and why to make it work?
What effect will that have on you, your life, health, wealth, relationships, career, confidence or skill set?
What are the habits or processes you need to plan and execute on to complete the project?
What are 1-5 steps that need to be completed?
In what environment would it be easiest for you to accomplish this?
What tools do you need to have available to complete each step of your process?
Which is the smallest first step that you can take that makes it easy to start?
Putting It All Together: An Example
Here's an example of someone trying to become a professional speaker using this method:
Knowledge:
What concepts or processes do I need to know about public speaking, storytelling, audience engagement, etc? I can find books, courses, and mentors on these topics.
My existing skills in communication, presenting at work, acting experience will help.
I lack specific knowledge on crafting speeches, managing stage fright, building a speaker brand/business.
I can take public speaking classes, join a club like Toastmasters, hire a speaking coach.
Comprehension:
Understanding audience analysis, speech structure, and delivery techniques will be crucial.
Practicing repeatedly and getting feedback will help me improve most effectively.
Remembering to focus on the audience's needs and desired takeaways is important.
Analysis:
Key steps could be: 1) Develop keynote speeches 2) Practice delivery 3) Get video feedback 4) Market myself 5) Book gigs
Keeping it simple by starting locally and focusing on 1-2 core topics is best
I should study proven methods from accomplished speakers, not just trends.
Synthesis:
I can practice speeches during my commute or before bed
Combining speaking skills with my existing strengths in X,Y,Z fields
To master speaking, I need experience delivering talks, studying great speakers, stage time
Evaluation:
Before
Progress indicators: Getting bookings, positive audience feedback, speech quality improving.
If I'm not getting gigs or buzz after 6 months, I need to reassess my methods
A "successful" baseline is getting hired for 5 paid gigs in year 1
After
Obstacles were lack of video examples to study, stage fright during Q&A
Could simplify by starting with shorter formats like 10-15 minute mini-talks before keynotes
Best times were weekend mornings to prepare with few distractions
Application:
Project: Become a paid professional speaker
Effect: Build a business sharing ideas to inspire others while earning income
People Involved: Speaker coach, local event planners, my professional network
Supporting habits: Writing speeches, joining Toastmasters, creating speaker website/materials
5 steps to my first speaking gig:
Write one 30 minute presentation on a topic I’m experienced in and passionate about
Practice doing my speech at home by myself 20 times during a 4 day period, then practice my speech in front of family members 10 times and get feedback.
Put together a ½ page pitch for my speech to send to business networks that might wanna hire me.
Do 5 gigs for free to get the experience and build proof of reputation and quality by asking for reviews.
Apply for a speaker agency or pitch myself for a paid gig to business networks
First step: Write 1000 words on a topic I am experienced in and passionate about so I can later translate that into a presentation.
You've read an article written by Xue Mei Rhodin, international speaker and entrepreneur from Sweden, with more than 19 years in developing methods for personal development, leadership and business.
Xue Mei means "Plum flower in Snow" so for every article published on xuemeirhodin.com I add an image representing my name generated by a AI engine. You'll find my finishing notes and further reading recommendations below.
Xue Mei Rhodin’s important notes:
Want to know how to implement different methods for evaluation in your company, team or in your personal life?
Read my articles on:
Think Weeks created by Bill Gates
Input and Output Fasting created by Xue Mei Rhodin
Recap Fridays created by Xue Mei Rhodin
Get in contact with me to work together. Send me an email and describe what problem you wanna solve.
If you want to assess if you are stuck in lower levels of feedback loops in your professional life, you can read my article “Assess if you’re leading with the fear of your ego instead of the curiosity of your inner mastery-student.”
Conclusion
By diligently working through questions at each of Bloom's levels and synthesizing the insights into a concrete plan, you develop true mastery, self-motivation and resilience around any skill. Revisit the evaluation questions periodically to stay on track and make adjustments. The lack of habit and process to look critically and dynamically at all aspects of one's work or the team's work is why professionals and professional teams stay ineffective and do not progress towards self-mastery, resilience and accountability.
In companies
If you do this as workshop with each team and a development plan for each employee once or twice a year and actually go through each stage of Bloom’s taxonomy on the main work process, results and goals of that team and employee, you are taking active responsibility and accountability as a leader to instill a motivating, effective, clear and result-oriented mindset in you employees in their individual work as well as the team production.
Allowing employees to opt out by saying they are too busy or by allowing yourself as a leader to blame deadlines and poor time management of your teams as an excuse to not do this properly is not an option anymore. If you don’t make time for this, it’s not your employees fault the culture at the office lacks effectiveness, self-leadership and result-focus. You’re the one keeping the culture enforced. So make a plan to solve that moving forward.
In your personal development
The highest levels of Bloom's taxonomy - application, synthesis and evaluation - are essential for achieving autonomy, creative problem-solving abilities, and fulfillment in your endeavors. Don't shortchange yourself by stopping at mere knowledge and comprehension. Make reflecting at the deepest levels of learning a consistent practice using these techniques. Embrace the process of continuous growth and actualization by consistently challenging yourself to apply, create, and critically evaluate your skills and understanding.
