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Experiential Learning

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The concept of training has caught great pace in a world of growing competition and competency. Training is a blanket term that refers to an array of techniques used to develop skill sets. This in turn leads to better performance and enhanced productivity. The medium of instruction however, can range across a plethora of options. From classroom mentoring to online sessions; from interactive activities to outbound programs, training can take different forms and means. Although each method is aligned with different needs and goals, its effectiveness is debatable and comparable.

It is in this regard that experiential training creates a niche for itself in its world. The concept refers to the system of learning through doing and reflection. It puts into practice an old Chinese proverb that states “What I hear, I forget; What I see, I remember; and What I do, I Understand”. It is a two-way or interactive process that believes in the development of skills through experience rather than mere transfer of information. Many organisations that have invested in experiential training have benefited in the following ways:

  • A motivated and well-connected workforce that understands the nuances of team effort
  • Teams equipped with a skill set essential to achieve business goals
  • Employees who are less resistant to change
  • Increased retention rate of learning and training.

A well planned experiential training program typically comprises of fun-filled activities. They are real life scenarios that are replicated in an open, unbound and threat-free environment. With no restrictions and no boundaries, participants are encouraged to delve into situations, collaborate with team-mates and resolve issues with freedom and creativity. As such, team building becomes a natural and affiliated advantage to the entire process.

The Kolb Experiential Learning Model proves to be a great insight into this method of training. According to Kolbs, effective learning results from the systemic progression of a 4-stage process.

  • A concrete experience

The first step in effective learning is living through an experience. Nothing is more influential to the human mind than that of doing. Irrespective of how much is read, heard or learnt, the authenticity of an event is understood only through experience.

  • A reflection or observation based on experience

A natural resultant to an experience is a recollection and reflection on the same. Most people understand concepts after having lived through an experience. It opens the way for insights, details and nuances that were previously unexplored and unknown.

  • Analysis and formation of concepts

As a result of doing and understanding, the experience becomes the basis for beliefs, concepts and conclusions. It is at this stage that experience begins to show its impact on the human mind.

  • Experimentation or Implementation

The final stage of this learning model is the obvious step of putting into practice what one has come to believe and understand. The thought process at this point is almost always different from what would have been without a first-hand experience.

This cycle repeats every time a participant indulges in an experience. The most rewarding aspect of experiential training is that the process is aimed at altering the thought process through doing. It does not merely impose ideas, but allows for experimentation and conclusion. As such, the result is long term and ingrained.The Umbrella believes that a motivated workforce can make a world of difference to any organization. Our training techniques are therefore designed to bring out the best of teams through collaborative efforts. Our programs can be customized to suit an array of needs and are conducted by the very best in the training industry.

Trebound - Corporate Team Outing wing