We think a lot about experiential learning at Abilitie. Clearly, we believe in its power — learning through experience is at the core of each of our business simulation offerings. That said, experiential learning is not a learning tool that begins and ends with simulations. There are many ways that you can begin to incorporate experiential learning methods into your organizational development programs. In this post, I’ll outline what experiential learning is, why you should be capitalizing on it in your corporate learning, and how to incorporate it seamlessly into what you’re already doing.

What is experiential learning?

Experiential learning can encompass a variety of learning systems. It includes role playing, reflection following real work, or simulated environments. Experiential learning allows the learner to take their learning a step beyond concept. When an experiential learning opportunity has been set up effectively, it allows for adult learners to be surprised. Through that surprise, they are able to learn more than if they were reading from a book or listening to a PowerPoint presentation.

One way I like to think about experiential learning is through a memory from my childhood. My grandmother was a teacher who loved children of all ages, so when my mother asked her if she were worried that my siblings and and I might fall off my grandmother’s tall porch, she was surprised by my grandmother’s answer.

My grandmother said, “Well, they’ll only fall off the porch once. Then you can be sure they won’t do it again!”

I laugh at the memory now, because we all knew we were never really in danger of hurting ourselves (we had trust, something I’ll get to in a moment!). Still, the idea powerfully represents the value of shock, surprise, and consequence that is inherent to experiential learning. Knowing that we could have fallen off the porch, we never forgot the lesson: “Be careful not to fall!”