What is experiential learning? Part 1

Experiential learning can best be described as 'learning by doing' in a safe environment where failure is okay and leads to new learning.

Experiential learning exercises parallel real life roles and result in learning that can be applied to real life work situations.

The exercises are designed with specific goals to be achieved, but few ‘rules’ so that the teams participating can tackle the exercises in any way that achieves the goals. Well-designed tasks set the bar high but are known to be achievable, although ‘second-goes’ are common and allowed.

Experiential learning is more to do with:

• A process of thinking
• Team work and good communication
• Role recognition
• Time and project management
• Managing conflict
• Group decision-making

The actual outcome/task achievement is a secondary consideration and is used more as a tool to change behaviour.

Experiential learning for the trainer is often fraught with tension because you have to stand back and let things happen, even bad things like communication breakdown, arguments and defections. On the plus side you will watch as participants have ‘Eureka’ moments. Above all, participants should learn that they already have answers, or at least one part of an answer; their task is to uncover the answers and contribute them to the improvement of the group.

The intensity of the learning rests on how well you handle the wash-up session; discussing the ‘what went wrongs’; analyzing what could have been done differently; touching on the emotions of team dynamics. The latter area of learning will succeed best if you, the trainer, are comfortable with talking about such issues, and depends on how entrenched the ‘anti-soft’ site culture is. For this reason experiential learning works best with a group that has worked together for a while and built up some trust between members.