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3 Experiential Learning Methods for Improving Employee Performance

By Ian Cornett on September 27, 2016

4_Experiential_Learning_Methods_for_Improving_Employee_Performance_-1.jpgExperiential learning is, quite simply, learning by doing. Learning from experience can greatly enhance employee performance across a range of activities, and can be more effective than gaining knowledge solely through textbooks and lectures.  

Consider this: How do you best learn to bake a cake? By reading the recipe? Or by reading the recipe, assembling and adding the ingredients in the proper order, checking the cake’s progress by peering through the oven door, and then savoring and sharing the final result?

Experiential learning allows employees to practice “baking their cake” through learning new behaviors experienced in a safe, supportive and fun environment. Research shows that knowledge is better retained through experiential learning. By piquing their interest in learning, employees are more encouraged to expand their skills and improve overall performance.

Baking analogy aside, experiential learning occurs when experiences are supported by participation, interaction, analysis, and feedback. Here are three practical experiential learning methods to help your organization improve employee performance.

1. Role-playing

Switching roles is often used to help individuals change attitudes and see things from other perspectives. During role-playing, participants perform in sometimes stressful environments, often in front of their peers. Experiencing these situations allows them to not just learn, but also become better equipped to handle real-world situations in their workplace. Role-playing also gives peers the opportunity to share honest and constructive feedback as they immerse themselves in the “game” aspect of the role-playing experience.

2. Group Training Events

Group learning offers participants real-life scenarios in which they, once again, learn by doing. While similar to role-playing, group training events can further entrench learning through an interactive game. In fact, many participants don’t even realize they’re learning new skills. By choosing a program that’s specifically designed to address the issues within your organization (for example: breaking down silo’s, developing partnerships, or improving customer service, individuals learn real-world skills, resulting in sustained behavior change.  

Download A Guide To Creating Interactive & Engaging Company Events

3. Cross-training

Helping employees learn about other jobs or areas of the organization can ready them for their next roles. Through cross training, participants are:

  • Exposed to new areas of the company
  • Broadening their skillsets
  • Gaining insight into the bigger picture
  • Interacting with peers they might not typically engage with

Organizations that are fully committed to employee development reap the rewards as evidenced in greater levels of job satisfaction and engagement, which can lead to higher productivity and longer employee retention.

For trainers, their own job performance can be improved as they respond to questions and explain their processes from a “teacher’s” perspective. Equipping employees with the learning they need to support the organization, build their careers, and move to higher-level roles can lead to a greater competitive advantage.

Experiential learning is engaging by nature and with the right method, this often translates into genuine, positive change that delivers consistently better results, and more engaged, satisfied employees eager to embrace and participate in a learning culture.

Which experiential learning methods have been most successful in your organization? Tell us your best recipes for success by sharing your tips!Visual guide to experiential learning for organizational development

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Ian has been with Eagle’s Flight since 1997, and is Executive Vice President, Global Accounts. He holds an MBA in Finance and Marketing from the University of British Columbia. Ian spent 12 years at Nestlé Canada and brings a wide range of experience that includes practical business experience in management, sales, program design, development and mentoring. He works closely with the Global licensees to ensure their success as they represent Eagle’s Flight in the worldwide marketplace. He has developed outstanding communication skills and currently is the Executive in Charge of a large Fortune 500 client with a team of employees dedicated to this specific account. As a result, Ian has been instrumental in driving the company’s growth and strategic direction.

About Eagle's Flight

Founded in 1988, Eagle's Flight has earned its reputation as a global leader in the development and delivery of business-relevant, experiential learning programs that achieve specific training objectives and lasting behavior changes.

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