What Is Experiential Learning?

Experiential learning is a hands-on interactive process that focuses on learning by doing. It emphasizes practical experience over academic knowledge. The goal is for participants of a learning engagement to walk away with deeper knowledge, improved problem-solving skills, ability to apply learning to their job and higher level of confidence to tackle what lies ahead.

Here, we define experiential learning and how to leverage it for your team.

What Are Examples of Experiential Learning?

Examples of experiential learning include:

• Project-based learning: A team of engineers is tasked with using a new manufacturing tool. They design and build a product prototype using the new tool to gain experience while sharing takeaways and feedback with management.
• Simulations and role-playing: A sales representative needs to improve their communication and negotiation skills. Through role-playing customer interactions with their team members, they gain more experience and can experiment with different sales skills and tactics.
• Job rotations: A warehouse worker who wants to broaden their knowledge base and skill set gains experience in different roles on the manufacturing floor. They step into a variety of positions, such as clerk, unloader, and stocker to learn how those roles integrate into the business operations.

What Are the 4 Parts of the Experiential Learning Framework?

David A. Kolb is considered as a thought leader on experiential learning theory.

Kolb’s model navigates a learner through four key stages:

1. Concrete experience: The act of doing something for the experience
2. Reflective observation: Taking the time to review, learn, and reflect upon the experience
3. Abstract conceptualization: Learning from the experience and capturing important takeaways
4. Active experimentation: Applying what one has learned from the experience to their role or a given situation

Following a cyclical process, this model illustrates that the continuous process of experience, reflection, conceptualization, and experimentation unveils an impactful learning experience. While trying new things can be innately valuable, the thoughtful application of experiences leads to more sustained learning and growth.

What Are the Benefits of Experiential Learning?

Experiential learning:

• Helps people retain more knowledge. The act of doing helps team members connect theories and knowledge to real-world opportunities and situations. When individuals see how learning applies to their daily work, they are more likely to remember and use that knowledge in the future.
• Creates a safe environment to practice skills. Experiential learning provides a space for team members to practice targeted skills. This allows them to adapt to new situations and feel more confident. To further enhance the learning experience, team members can also receive feedback from leaders, mentors, and peers to enhance their performance in the future.
• Provides the opportunity to apply knowledge. Experiential learning exposes team members to real-life scenarios in which they can apply the knowledge they acquired during training. Individuals can put their newly acquired information into practice by bridging the gap between theory and action.
• Improves motivation. Experiential learning motivates individuals to apply themselves by encouraging immediate action and linking their experiences to relevant work roles. This hands-on approach empowers learning participants to apply newfound skills and tools.
• Encourages learning from mistakes. Team members receive the opportunity to fail safely, allowing them to get comfortable and take risks in a controlled environment. The emotional sting of failure can impact a person’s perspective and performance. Experiential learning reveals what happens when someone makes an error and, more importantly, helps individuals understand what action they must take to mitigate the situation.

How Can Leaders Effectively Execute Experiential Learning?

While interactive experiential learning is a beneficial way to learn and grow, leaders often vary in how they carry out this process, resulting in mixed outcomes.

To ensure you are leveraging experiential learning in a way that creates engagement and impact, keep these six best practices in mind:

1. Relevant: Learning activities should relate to one’s role, strengths, gaps, and professional goals. This link is critical to motivating team members and fostering a sense of accountability for learning and development.
2. Applicable: Activities must be realistic and relevant. They must flex real skills and challenges related to one’s role, ensuring higher levels of engagement. For example, a simulation should center on a particular area a team member is looking to improve based on their career objectives.
3. Approachable: Learning new skills and strategies can make individuals feel nervous and vulnerable. This is why experiential learning must foster a safe, inviting space that encourages reflection and growth.
4. Customized: Learners are more motivated when they have a say in what and how they learn. Leaders should collaborate with team members to create an experiential learning program based on the learner’s interests and internal values.
5. Recognized: Whether this is a promotion, raise, or certification, provide some form of reward and recognition to celebrate the team member’s growth.

Navigate Experiential Learning with a Trusted Guide

For more guidance, look into CMOE’s solutions and services. We provide experiential workshops, customized programs, curriculum design services, and talent strategy support in addition to our organization consulting and research.