Experiential Learning Cycle Using experiential learning in
designing training modules
Designing training with the ELC
There are basic training design considerations that can be employed in order to appeal to various learning styles and the diverse needs of adult learners.
This module explores the experiential learning cycle and basic training techniques and methods to incorporate into a training design.
Session Objectives
By the end of the session, the participant will be able to:
Define seven components of an experiential training session;
Describe at least ten basic training activities;
Answer basic questions about training design and methods.
What do you know about how adults learn?
What are the implications for you as a trainer?
What are the implications for training given the differences in how adults and children learn?
Adults find learning to be most enjoyable under a variety of circumstances
Adults have preferred learning styles
Adults draw upon their own life experiences
Effective training must incorporate adult education theories
So how do we do this?
The Experiential Learning Cycle
GENERALIZATION
EXPERIENCE
APPLICATION
PROCESSLead ins
Close outs
The Experiential Learning Cycle – ELC
Experiential learning is exactly what the name implies…learning from experience.
It is learner-centered and allows the participant to manage and share responsibility for learning with others.
provides opportunities for a person to engage in an activity,
review the activity critically,
draw useful insight from the analysis
and
apply the result in a practical situation.
The Experiential Learning Cycle
Modules designed with consideration of various learning styles, adult education theories and uses the ELC
We will have a closer look
Discussing step by step Working through an example
ELC
Climate Setting
Closure Experience
Activity, Doing
Application Process Planning more effective Sharing, comparing Post training behavior processing, reflecting
NOW WHAT WHAT
Generalization Drawing conclusions,
Identifying general principles
SO WHAT
Goals
Goals
The ELC
Every training module is experiential
All the steps must be included to be effective
It is the trainer’s responsibility to lead the participants through every part of the ELC
What is the purpose of each step in the experiential learning cycle?
ELC
THE THEORY
1. Climate Setting
Stimulates interest, curiosity and enables participants to begin thinking about the subject.
Provides a rationale for why the subject is important to the participants and how it is useful to them.
Links the training session to previous ones and places it into the overall framework of the training event.
2. Goal Clarification
Presents statements to participants describing the intent, aim or purpose of the training activity.
Provides an opportunity for participants to get a clear understanding of the goals of the session.
Allows participants to explore additional issues or raise concerns.
In some situations goals may be introduced at the end of the session, for example in a deductive training module
What are training outcomes ...
1. Changing an Attitude or Behavior
2. Learning a Skill
3. Transferring Knowledge
We train people for three specific purposes:
To achieve those outcomes we need clear Training Objectives
1. The overall course objective is a broadly stated objective referring to the end result for the entire training program.
2. The session or module objective is specific and more narrowly defined. Each of these is an element in the overall course objective.
Training objectives occur at two different levels:
How do you choose the right training methods?
Once you have determined the training outcomes and specific training objectives
determine the methods you will use to convey the information you wish to present.
What other training activities have you experienced?
GAMES BRAINSTORMING
??????ICEBREAKERS
3. The ExperienceAn activity that provides an opportunity to a group to participate in a situation relevant to the goals of the training.
This is the data producing event from which participants can extract and analyze as they
complete the learning cycle.
Common “experiences” are role plays, case studies, self-diagnostic instruments, games, discussions, readings, exercises, calculations, etc.
To reach the most people and achieve the best retention…
Use a variety of training activities to accommodate various learning styles:
Charts and visuals
Hands-on practice
Interaction that includes the participants
Live presentations
4. Processing
Participants explain or ‘publish’ what happened during the previous step and share their reactions to the experience.
The group analyzes and reflects thoughtfully on the experience.
The trainer guides and manages the processing of information.
4. Processing
What did you do? What happened in the activity?
What feelings did you have during the experience?
What did you observe? Think about?
Trainer facilitates a discussion by asking questions
5. Generalizing
Participants seek to identify key generalizations and draw conclusions that could be derived from discussion of the experience.
Theories are drawn based on these discussions and conclusions.
Participants determine how the patterns that evolved during the experience phase of the learning cycle relate to the experience of everyday life.
5. Generalizing
What did you learn? Relearn? What benefits did you get from the experience? What are the implications of the activity? What generalizations can you make based on
the experience?
What conclusions can you draw?
Trainer leads discussion through questioning to move participant to the conclusions.
6. Applying
Using the insights and conclusions gained from the previous steps, the participants identify and share how they plan to use these new insights in their everyday life.
Trainer leads discussion on the application of the theories derived or gives a written assignment to facilitate the planning process.
Instrumental in getting the new knowledge, skills and attitudes back to the workplace!
6. Applying
How does the experience relate to the real world?
How do you want to do things differently in the future?
How can you extend the learning you had?
What steps can you take to apply what you have learned?
7. Closure
The events of the training are summarized. Main messages are emphasized.
Remaining questions are answered and points clarified.
Links to the original goals of the session and determines if goals have been met.
Provides a sense of completion.
Links the session to the entire program and the next training activity.
The ELC
Let us work through an example
A session outline follows using the steps of the Experiential Learning Cycle
Set the Climate
Ask participants if they have ever been members of a group? What kind were they? How did the groups work?
State that everyone has experience with groups some more successful than others.
Today we are going to talk more about groups.
Introduce the session, grab attention
Goals Tell where we are going
Today we are going to look at how groups work.
You will be able to list roles that are beneficial to groups working best
We will use a ‘fishbowl’ exercise demonstrate.
Experience Now, try it out for yourself
Find a few other colleagues and form a small team.
Place several sheets of blank paper and a pair of scissors in the center of the team. Do not give the objects to any one team member.
Tell the team they have a problem to solve.
They have to cut the paper to end up with the shape shown in the next slide.
There is only one rule: they are only allowed to make ONE cut with scissors and it must be a straight cut.
Give them seven minutes to complete the task and observe what happens.
The Desired Shape:
Process the experience by asking:
What happened?
Was the task accomplished?
What helped them to accomplish the task?
What hindered them?
How did members work as a team?
See final slide for cutting solution
Generalize draw conclusions
What did you learn about teamwork in dealing with this problem?
What conclusions can you draw about how teams work?
Apply what you have learned from the experience by asking:
What would you do differently when next working with a team?
How does what you learned about teams affect how you would facilitate a training session?
What kind of action planning might be undertaken?
Closure summarize and link
Ask: What were the main messages of the session?
Summarize main points – for example - We have worked with groups and now understand task and maintenance functions. We understand the importance of all the functions being present in order to make the groups work effectively to accomplish the task and ensure everyone feels that they are a part of the group.
Ask for any remaining questions
State: We will now see in the next session how this fits into our work as trainers.
Given what you have learned about…
Adult Education
ExperientialLearning
CycleLearning
Styles
And worked through a sample training session
So what do you think
Why do you think the experiential learning cycle is important?
What do you see the strengths and weaknesses of the using the ELC?
How will you use this information in your daily work?
How will you plan to ensure that you use this new knowledge, skills and attitudes in the future?
In summary
The Experiential Learning Cycle is a training design tool that employs the best of adult education theory
All steps of the ELC are equally important to the process of learning and retention
Use of the ELC helps the facilitator ensure various learning styles are addressed