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 

1. Training needs Identification to determine competency gaps is done through

• On the job observation of the participants.
• Survey Questionnaires or Assessments of the participants.
• Discussions with Stakeholders and Team Leaders, HR Managers / L&D Managers.

 
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 

• Level 1 reactionary and Level 2 Learning Feedback of the training through a form.  
• Level 2 Learning - Survey to measure learning retention after 1 month  
• Level 3 – Behaviour - This phase involves team and project heads filling up surveys based on their observation of the participants post three months of the training intervention to measure demonstrable behaviour.  

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 
 

1. Co-Designing of the Training Programme

This phase involves discussions around the design of the program with all the stakeholders engaged like team leaders, project heads, business owners, and L&D Teams. This process is not a review phase and is active involvement and participation of the stakeholders, which sets the learning objectives in line with the expected desired learning outcomes at the workplace.
 

1. Pre Training Assignments

The pre-training assignments will involve prework for the participant and can include

• Case Studies
• Self Assessment / Inventories. 
• Presentations or readings required before the program. 

 

1. Pre Training Support Preparation.  

This includes preparation and information for the participants a day ahead of the program.

• Discussing program flow  with Stakeholders and Team Leaders attending the program a day ahead and on the day of the program start.
• Sharing Participants expectation settings document.
• Sharing Participants reflection worksheet
• Sharing Dos and Don’ts for the program. 
• Sharing Things to Bring Checklist
• Sharing Disclaimer and Emergency contact form to be filled up.  

 
Post Training 
 
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
 

• Discussion on Feedback of the training with stake holders.
• Sharing Microlearning with attendees  though email and WhatsApp every week using bit-sized lessons.
• Sharing Assignments and Certification for motivating participants to continue learning. 
• Action Plan / Team Manual : This process includes identifying the insightful learnings and a plan to implement them back at the workplace. The participants are directed to create their individual and team action plans for the workplace.
• Observation Report: A Group and Individual Behavioral Observations report will be shared with the participant/organization, detailing the behavior observations, areas of strengths, scope, and recommendation for improvements. This aids in developing knowledge, skills, or practice in specific areas of development. 

 
​

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.