Enhancing Training Effectiveness of Experiential Learning Programs
Experiential Learning is a process of education through direct experience, followed by reflection on that experience. Experiential learning is part of the larger category of active learning, as it involves participants in the process of their own learning through involving all the senses and feelings.
Experiential learning is also a fad word almost used by everyone where activities are used. Experiential learning has less to do with doing activities and more to do with creating personal meaning through reflection on the activity.
This Article lists down some best practices for raising the effectiveness of experiential learning programs.
Start with the End in Mind
Experiential learning programs are designed around the application of the desired skills during the training and post the training through active learning Training effectiveness can be measured when one keeps in mind both the start and the end. This involves pre-assessment and post-assessment
Both pre-training and post-training assessments are critical skills for measuring the success of any training interventions. The pre-training assessment starts with identifying the competency gap, defining learning objectives, desired outcomes, designing and customizing the program specific to learning needs and outcomes. post--training assessment involves measuring the learning retention, transference and application of the learning in terms of behavioral competence at the workplace.
Pre Training and Post Training Assessment
Pre Training Assessment
The pre-training phase involves the following
Post Training Assessment
The post-training follow up includes measurement of learning effectiveness using level 1-2-3 of Kirkpatrick Training Evaluation Model.
Post Training assessment includes
Pre and Post Training Support
Experiential learning programs are designed around the application of the desired skills during the training and post the training with active learning simulations. This requires pre and post training support for the training to be effective.
The pre-training support phase involves the following
During Post Training Support participants receive weekly follow-ups in microlearning format and a 3-hour in-person session with the facilitator to help them keep the motivation and continue to take action and form behaviors back at work.
The post-training support includes follow up on the
Creating Overall Learner Satisfaction
The program's design should balance physical, emotional, intellectual, and social learning aspects that create a learning environment container in which there is engagement, belonging, inclusion, and immersive learning.
Provide immediate Feedback through behavior observation and process the experience to help them understand and internalize the learning by reflecting on their own experience, leading to a change in behavior that can be applied at the workplace.
In my experience, having a listening and an open approach from the stage of Identifying training needs to program design and delivery helps to understand client's requirements. The stakeholders can also fully understand if the proposed training will be well-suited and worth the investment. Involving the stakeholders in the Program design customization and delivery will create buy-in and engagement from the start.
Focusing on delivering the program for the desired outcomes and taking Feedback during the program, creating action plans, and sharing a post-training feedback and follow-up plan with the client will result in satisfaction and recurring business.