To simply put it Experiential learning is “Learning by Doing”.  Experiential learning has turned into an important tool for Corporate Training.

The theory was proposed by psychologist David Kolb.

The participant moves through the 4 stages of the experiential learning process.  In the first stage, the participant experiences the activity for the first time.  In the second stage, the participant could reflect on the experience. The third stage the participant conceptualises of forms new ideas or modifies the ideas based on the reflection.  In the final stage, the participant applies all the ideas to the activity to understand whether there are any changes to the experiences. The person can enter at any stage of the cycle with logical sequences.

ELP not only does it boost employee engagement and learning, but it also helps to clear the concepts and the vision so the participants achieve changes in behaviour and performance that many other training methods can’t match. Programs that feature opportunities for experiential learning goes beyond simple knowledge transfer. It expands employees’ knowledge base while also offering chances to practice and master new behaviours and skills.

Experiential learning provides a deeper learning experience that is both engaging and fun because it enables people to make direct connections between their actions and the outcomes and to see how these can be applied at work to drive results.

Here are three reasons why experiential learning can be an invaluable component of corporate training programs:

• INTERACTIVE, SHARED EXPERIENCES: Experiential learning doesn’t just present new material in a one-way transfer of information; it engages individuals through interaction with the material, the facilitator, and their colleagues as they learn new skills and behaviours. It helps the individuals to better interact with their core group and enhance the communication with the team members. ELP helps to improve the interpersonal skills of the individual and improves the working relations with the peers.
• LEARNING BEYOND THE ACTUAL TRAINING EVENT: Experiential learning is not a “one and done” experience. The learning continues after the session with the aid of focused and deliberate reinforcement. Experiential learning is also a reinforcement tool, using reinforcement activities helps with retention. Implementing reinforcement activities puts the learning elements in front of employees on an ongoing basis. This not only keeps the new knowledge and skills top of mind, but also reinforces the organization’s commitment to the learning, demonstrating how it is relevant on a day-to-day basis.
• PREDICTABLE RESULTS: It helps individuals see clear parallels between the problems they solve in training and the problems they solve at work so that they walk away from training with a clear understanding of what success looks like and how to achieve it. The ELP has a very predictable impact on the outcome of an individual behaviour.

During the Team Building Activities the participants go through different phases of experiential learning cycle.