Paradigm Shifters promotes participation by our contextually based, experiential and blended learning approach, whether in teams/groups or our individual coaching.
What does this mean, though? It is challenging to describe experiential learning as naturally and experience should be experienced, not explained. Nevertheless, if you cannot get out to one of our public events, here’s our attempt of an explanation and we would be happy to get on a 30 minute call with you so that you can have a bit of an experience yourself.
Why Traditional Leadership Training Fails
It is well known that much of the Leadership Training fails in its stated intent to develop critical thinking, creative and innovative leaders who excel at developing their people.
Learning isn’t retained. We lose information rapidly when it isn’t used almost immediately.
Learning isn’t applied and people aren’t held accountable to use it.
Learning often doesn’t feel relevant to people’s real life situations.
There’s a difference between “Training” people and “Developing” people. Training is about giving people information and having them memorize it essentially. Development, on the other hand, is more about growing capacity in leaders for the ability to come up with new, innovative ideas and approaches.
Why Experiential Learning is a Better Approach
A 2014 US Study on University Students found “A hypothetical average student would move up to the top third of the class if allowed to participate in active learning instead of lectures.”
When we receive information through training, our brains store it. If we learn experientially, our brain actually form a new neural pathway which allows us to use the knowledge we come up in a wider variety of ways and make even more connections.
Incorporating experiential or action learning into courses can increase learning and retention. This is not a new approach so…..
Why don’t more people do it this way if we know it is more effective?
We feel it is easier to just tell people what to do and takes less time. We don’t trust them to get it “right”. As a facilitator of contextually based, experiential learning events, it takes flexibility in not being rigidly attached to the learning agenda, which is how training is usually designed and executed, but to realize and leverage the learning opportunities as they appear in the moment for each learner.