REPI® is a pedagogical methodology that generates competence and ensures development of new skills. It is made up of four phases that need to take place in order to ensure lasting competence. It can be used for teaching and coaching but also for defining the requirements of a new solution as well as for re-designing organizations.
REPI® is composed by the following phases or stages: Reflection, Elaboration, Participation/Practice, Investigation. A common REPI meeting takes about 45 minutes and generate new insights for the group as well as actions to explore and practice outside the meeting.
Reflection is the phase of assimilating and making own thoughts and opinions about a given topic or situation. In this phase associations with previous knowledge and experiences are created and the individual generates an opinion about the topic.
Elaboration is the phase in which, with given information or amount of facts, the mind elaborates, makes assumptions and interpretations. The focus is on adding details to create a logical and comprehensible order among the information that is given. This mental process is highly selective and is congruent from our preferences, current needs and/or previous knowledge.
Participation and/or Practice is about knowledge sharing and about interacting with others expressing and discussing opinions. Is also about doing, about practical actions and putting in practice the new gained skills or insights.
Investigation is the phase of searching for information, facts and experiences beyond the current state and situation. It is about seeking using different sources.
Quini has created and continuously developed REPI® since 2001 when the company was created, and when training and course development were the main tasks. One of the first questions and challenges that we approached at that time was “How could we differentiate us from others and deliver more than just a training that people forget once they are back at their offices?” To find an answer we started searching for evidence about how much people really get out from learning activities and we found the Cone of Learning that was created by Edgar Dale in 1969. The Cone of Learning is based on his previous work from the Cone of Experience from 1946. The cone represents the ability to recall information that had been previously taught. In spite of that this research is old and has been criticized in more recent studies because the percentages can have other explanations such as motivation, interest for the topic, the principles are highly valid.
We at Quini have used REPI® in all the trainings, using cases and simulations of real experiences such as role-playing. We consider coaching to be a genuine way of developing people’s competence. REPI® has been our way to achieve this, by having short meetings with the adept (no entiendo que queres decir aquí) in with reflection is stimulated and given tasks in which the adept needs to elaborate, investigate and practice. We also use REPI® as a way of working with agile competence development.
The combination of REPI®’s four phases can be seen as different processes where RP is the internal mental process, EI is the process of filling the gaps and finding new insights, PI is the external interaction and RP is the process of making a stance and linking new insights and experiences.
For more information about REPI and how it can be used in your organization, please contact firstname.lastname@example.org. Further reading is also to be find in chapter four of
“Managing project competence: The lemon and the loop” by Rolf Medina, published in 2018.