Using experiential learning in the workplace
Ever wondered why some learning sticks whilst some is forgotten almost instantly? It’s great to just read a book or listen to a Ted Talk to learn or find out information, but research suggests that engaging in experiential learning greatly improves learners understanding and skills.
“I hear and I forget. I see and I remember. I do and I understand,” – Chinese proverb
Incorporating experiential learning into your workplace training allows employees to turn knowledge into action, developing their skills and confidence through real experiences. There are a few options for experiential learning in the workplace such as; role play, simulations, and case studies and of course real–world activities too which is where we focus at The Leadership Race.
Kolb’s Experiential learning theory
To understand Experiential Learning a little better, lets take a look at Kolb’s theory:
In the 1980’s Kolb shared his theory on learning styles and experiential learning. From his theory he created ‘Kolb’s experiential learning cycle’ that outlines four key stages of learning; Concrete Experience (feeling/doing), Reflective Observation (watching), Abstract Conceptualisation (thinking) and Active Experimentation (doing/doing again). His main focus was on the importance of ‘doing’ if we wish to maximise our opportunities to learn and develop.
Here’s how we used Kolb’s theory as a framework when developing The Leadership Race:
1. Kolb’s Concrete Experience (a new situation or issue to address/resolve)
As a concrete experience, we share a challenge with our Race goers. Eg what kind of business would create a sustainable income for xyz person given their skills, interests, location etc.
This kind of challenge requires not just sitting back in a classroom style learning environment, but actually stepping away from formal learning in order to participate in a team and contribute to the identification and presentation of potential solutions for a real (non theoretical) situation.
Learners often see first hand/experience key skills such as leadership, collaboration, accountability, self presentation, adaptability, operating with uncertainty, critical thinking, problem solving etc
2. Kolb’s Reflective Observation
Both during and after the activity or project an opportunity is created for learners/delegates to reflect on the experience.
After each race we run facilitated sessions to create an opportunity to reflect. What worked well, what didn’t work so well, what might have been done differently, how did the team operate together, were any learning opportunities missed etc.
What we love is that those who participate often learn very different things, each taking away from the experience what was of value to them individually. Experiential learning is truly an individual learning journey.
3. Kolb’s Abstract Conceptualisation
This is about taking the reflection from stage 2 to the next level – identifying how to apply what has been learnt.
After the Race we encourage those who attended to consider questions such as: How can we apply this learning or knowledge to our work or career? How might we take what we have learnt in this experience to come up with new ideas or create new opportunities to modify what we already do or change how we think/behave in the workplace? This process can work really well if those who participated in the learning experience have access to a coach for continued learning.
4. Kolb’s Active Experimentation
This is now for the person who participated in the experience to step up and be responsible for taking their learning to the next level. This is their opportunity to try out their new ideas or knowledge….identify what might bring benefit, what might support, what opportunities are there to innovate, what can I try using these new skills or learning?
You learnt some skills to adapt quickly – how can you now apply those to your day to day role? Or perhaps you struggled to collaborate effectively so have some important lessons to take back with you alongside opportunities to step out of your comfort zone and collaborate across your organisation in a way you have not previously done so? And once we have experimented, what learning can we take away from both our successes and failures to ensure we continuously learn and develop?
So who fancies giving experiential learning a go? We have a some great opportunities coming up for any workplace teams who fancy combining a bit of giving back with some great experiential team building.