The Secret to Growth: Rolfe’s Reflective Model Explained

Introduction

In today’s fast-paced world, personal and professional development often hinges on one essential skill: the ability to reflect meaningfully on our experiences. Among the many frameworks available for reflective practice, one stands out for its simplicity and profound impact — Rolfe’s Reflective Model.

Developed by Gary Rolfe and his colleagues in the early 2000s, this model has gained widespread traction in various fields, especially in healthcare and education. It provides a structured yet flexible approach that encourages deep introspection through just three fundamental questions: What? So what? Now what?

What Is Rolfe’s Reflective Model?

Rolfe’s Reflective Model is a cyclic framework for reflection that revolves around three central questions:

What? – Describing the experience or event.

So What? – Understanding the significance and emotional impact.

Now What? – Planning future actions or behavioral changes.

Each question is designed to build on the last, guiding users through a logical, thoughtful process that translates lived experiences into actionable learning. The model’s strength lies in its adaptability — it can be used after a specific incident, at the end of a project, or as part of a regular journaling practice.

Breaking Down the Three Stages

1. What? (Descriptive Phase)

In this stage, you answer objective questions about the situation:

What happened?

Who was involved?

What was your role?

What was the outcome?

The goal is not to judge or interpret — only to describe. This sets a factual foundation that you can later analyze.

2. So What? (Analytical Phase)

Here, you examine the experience on a deeper level:

Why was the situation significant?

What did it reveal about your skills, values, or beliefs?

How did you feel?

What went well or poorly, and why?

This is the reflective core of the model. It asks you to connect emotions, motivations, and context — to find meaning in the moment.

3. Now What? (Transformative Phase)

Finally, you plan for future improvement:

What would you do differently next time?

What have you learned?

How will this change your future behavior?

Do you need further support or training?

This stage turns reflection into growth, helping you implement concrete change from abstract insight.

Why Rolfe’s Reflective Model Stands Out

Simple Yet Deep

The power of this model lies in its simplicity. While some reflective models include five or six stages, Rolfe’s three-question format is easy to remember and apply. Yet within this simplicity lies depth — each question invites introspection, encouraging users to uncover layers of insight.

Promotes Self-Awareness and Critical Thinking

Rather than skimming the surface, the model encourages users to dig deep. It goes beyond describing what happened, asking why it matters and what should change. This promotes deeper learning and more intentional behavior.

Encourages Emotional Processing

By prompting users to reflect not just on actions but on feelings, the model helps individuals become more attuned to their emotional responses. This is especially valuable in fields like healthcare and education, where burnout and emotional fatigue are real risks.

Common Mistakes to Avoid

While the model is straightforward, its effectiveness depends on how it’s used. Here are a few pitfalls to watch for:

Being Too Vague or Superficial

Avoid general statements like "I could have done better." Be specific about what occurred, how it impacted you, and what changes are needed.

Skipping the “So What?” Phase

This middle stage is where meaning is made. Skipping it often results in shallow insights and no real change.

Failing to Act on Insights

Reflection should lead to transformation. Without follow-through, the insights gained will remain just thoughts.

Practical Tips for Using the Model Regularly

Journaling: Set aside 10–15 minutes a few times a week to reflect on recent experiences using the What? So what? Now what? structure.

Group Reflection: Use the model in team debriefings after projects or events. This builds a reflective organizational culture.

Pair with Mentorship: Use it during coaching sessions to unpack feedback or difficult scenarios with a mentor.

Rolfe’s Model Compared to Other Reflective Frameworks

Gibbs' Reflective Cycle

Gibbs offers a six-step model that includes feelings, evaluation, and conclusions. While thorough, it can feel overwhelming for quick reflections.

Kolb’s Experiential Learning Theory

Kolb focuses on the cyclical nature of learning from experience. However, it’s more of a conceptual model and less practical for immediate, actionable reflection.

Schön’s Reflective Practice

Schön introduces the idea of “reflection-in-action” versus “reflection-on-action.” Rolfe’s model complements this by offering a structured method specifically for the post-experience phase.

In comparison, Rolfe’s model is more accessible for daily use — a reliable go-to for anyone looking to embed reflection into their routine.

Free Template to Get Started

Here is a simple structure you can copy for your journal, coaching notes, or team reviews:

What?

What happened?

Who was involved?

What did you do?

So What?

Why does this matter?

What were your thoughts and feelings?

What have you learned?

Now What?

What will you do differently?

What support or resources do you need?

What are your next steps?

Final Thoughts

Growth is not an accident — it's a choice. It’s the result of pausing long enough to learn from what just happened, understanding what it means, and deciding what comes next. Rolfe’s Reflective Model empowers individuals to do just that. With just three questions, it unlocks a process of continual self-improvement, emotional intelligence, and insight-driven action.

In a world that prizes speed, taking time to reflect is a radical — and powerful — act. Rolfe’s model reminds us that the key to becoming better at what we do lies in thinking more deeply about what we’ve already done.