“Give a man a fish…”
At Splended, we believe that learning by doing is the most effective way to acquire new skills and knowledge. It is a hands-on approach that allows learners to explore and experiment with new concepts and ideas. It provides a safe and supportive environment for learners to make mistakes, learn from them, and grow.
We co-design the training with our trainers who are specialists in their subject matter area. This way we can guarantee an inspiring training experience where we see active participants practising instead of passive listeners swamped in theory.
Here are some examples how we apply experiential learning in our learning development initiatives:
- Active learning: Experiential learning is a hands-on approach that encourages active participation from learners. It allows learners to apply their knowledge and skills in real-world situations, which enhances their learning experience. For example, in Product Management trainings, participants share their software start-up ideas which they then comment on in the light of product development best practices. This helps them relate to their customers’ needs and identify ways to improve communication, for instance. Another case in point: Leadership and communication trainings are designed in a way that allows room for practising the dialogue needed to create psychological safety among teams.
- Real-world experience: Learning by doing provides learners with real-world experience. This experience is invaluable as it allows learners to understand the practical implications of their learning. They learn how to apply their knowledge and skills in a variety of situations, which enhances their problem-solving and critical thinking abilities. For example, they can engage in a fishbowl activity where they share best practices and ideate new solutions.
- Engagement: Learning by doing is engaging and fun. It encourages learners to be creative, curious, and enthusiastic. When learners are engaged, they are more likely to retain information and apply it in their lives. This creates a positive feedback loop that leads to better learning outcomes. At Splended trainings participants teach others, create their own materials and concept maps and produce questions that summarize the content they’re learning. This kind of active role empowers participants and while they have accountability partners, their own learning becomes supercharged. We bring people together so that they can contribute with their ideas.
- Collaboration: Experiential learning encourages collaboration and teamwork. It provides learners with the opportunity to work with others to solve problems and achieve common goals. Collaboration teaches learners how to communicate effectively, build relationships, and work effectively in a team. In a busy work context, it is important to sit down as a team and evaluate what could be done better, what tools could be introduced or how to prioritise work so that everyone benefits.
- Building confidence: Learning by doing helps learners to build confidence in their abilities. As they actively engage in the learning process and achieve success, they gain confidence in themselves. This confidence spills over into other areas of their lives, leading to increased self-esteem and a positive outlook. We design activities where feedback is given and received.
At Splended, we believe that experiential learning is the way forward. Our trainings are safe spaces to practice skills needed to perform everyday tasks.
So, if you want to experience a human doing, instead of being – let’s talk how we can make this happen.
The next blog post will continue discussing the role of reflection and how it can be seamlessly integrated into our trainings.
Stay tuned!
Other post from the series:
Part 1/3 – How we’re coaching our trainers: our learner-centric approach to training design
Part 3/3 – Why learning without reflection is like driving without a map?
