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Improving Corporate Training with Experiential Learning

 

Posted on Thu, 08/23/2018 - 07:27

There are various learning methods available to choose from as you design your corporate training. However, the style you choose not only needs to be effective at making your employees more effective at the tasks covered in the training, but should also impart your organization’s goals and culture.

One of the most effective training techniques for task-oriented content is experiential learning. This method works well for teaching new tasks since it allows your employees the opportunity to get their hands dirty and immediately apply their training to practice a new skill.

What is Experiential Learning?

One of the simplest definitions of this methodology is ‘learning by doing.’ As such, this learning method incorporates the following principles:

  • An engaging activity that mimics the real workplace environment and its challenges
  • Teaching that allows the participant to improve as they learn and apply new skills
  • Targeted debriefing which links the task to real-life applications

David Kolb, a psychologist, defines this technique as the process whereby knowledge is generated through the transformative power of experience and is based on this 4-stage cycle:

  • Concrete Experience – the learner needs to actively participate in the experience
  • Reflective Observations – the learner should utilize analytical skills to review the experience
  • Abstract Conceptualization – the learner should be able to make conclusions and learn from them
  • Active Experimentation – the learner should be able to apply what they have just learned in decision making and problem-solving

After the experience, the learner should be able to gain insight by reflecting on the ‘whats’ and ‘whys’ of their performance. What did they do well? Why were they successful at that? What did they do poorly? Why were they unsuccessful at it? What do they need to do to change that?

Simulation

What is Experiential Learning?

One of the simplest definitions of this methodology is ‘learning by doing.’ As such, this learning method incorporates the following principles:

  • An engaging activity that mimics the real workplace environment and its challenges
  • Teaching that allows the participant to improve as they learn and apply new skills
  • Targeted debriefing which links the task to real-life applications

David Kolb, a psychologist, defines this technique as the process whereby knowledge is generated through the transformative power of experience and is based on this 4-stage cycle:

  • Concrete Experience – the learner needs to actively participate in the experience
  • Reflective Observations – the learner should utilize analytical skills to review the experience
  • Abstract Conceptualization – the learner should be able to make conclusions and learn from them
  • Active Experimentation – the learner should be able to apply what they have just learned in decision making and problem-solving

After the experience, the learner should be able to gain insight by reflecting on the ‘whats’ and ‘whys’ of their performance. What did they do well? Why were they successful at that? What did they do poorly? Why were they unsuccessful at it? What do they need to do to change that?

By Designing Digitally, Inc.