"Learning is not a spectator sport."
Welcome to a better way to train.
Training sessions that “talk at” participants abound. But
learning solutions that engage and involve are the ones that
make a lasting impact. Experiential learning is the basis
of every product we develop for a good reason: it’s a tried and
true method of training that makes learning stick.
An increased interest in learning, better long-term
retention, and an easier transfer of learning to the
workplace are just some of the advantages.
What are the benefits?
•
Learner-focused approach encourages active participation
• Hands-on involvement
makes learning more meaningful
• Honest self-reflection
inspires insight and specific action
• Feedback from others
completes an accurate portrait of behavior
• Skill practice improves
confidence and the ability to transfer learning
• Action planning enables
individuals to employ new skills immediately
Based on the works several well-known adult learning theorists,
the HRDQ Experiential Learning Model™
illustrates the learning process as a
fluid cycle — with actions for both the facilitator and the
learner.
From Focusing to
Integrating, each phase of the model furthers the movement
toward the learning goal.
What is it?
• Learning centers around the individual and his/her active
involvement
• Lessons that are
relevant to the individual and his/her current situation
• Participants develop a
sense of responsibility for their own learning
• Learning environment is
adaptable to the individual’s needs
What are some examples?
• Constructing a model with teammates
• Taking an assessment
• Recognizing behaviors
and preferences
• Role-playing
• Exchanging feedback
• Considering past
experience in the workplace
• Discussing insights
with colleagues
• Creating an action plan
for improvement
FREE ARTICLES
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“Learning is not a spectator sport. [Learners] do not learn much
by just sitting and listening, memorizing prepackaged
assignments, and spitting out answers. They must talk about what
they are learning, write about it, relate it to past
experiences, apply it to their daily lives. They must make what
they learn part of themselves.”
A.W. Chickering and Z.F.
Gamson
“Seven Principles for Good Practice,” AAHE Bulletin, 1987, p. 3
“It takes a little more effort to do experiential training vs. a
lecture, but a month later I know I’m going to get an e-mail
saying, 'A-ha! I get it!'”
Michele
McDonald, PHR
Director of Human Resources
Fashion Bug |
