Though there is no one consistent definition of experiential education, many point to the definition set forth by the Association of Experiential Education which is: “it is a process through which a learner constructs knowledge, skill and value from direct experiences”.
Why Experiential Learning:
To be effective, training must be interactive and participatory. Skills are learned through practice. They are not learned by listening to lectures and tapes or by reading books and magazines. Our Experiential Solution is interactive and participatory. Participants are assumed to be actively working so they can apply the training concepts learned in the classroom with their clients and prospects in the field. Trainers will use a balance of presentation, practice, coaching, open discussion, and real-life experiences to help the participants to improve their skills in the moment. In this environment, participants apply the training and can produce results. Participants are held accountable for results in a positive way. Best practices are shared. New habits and skills are developed over time. Check Edgar’s graph which shows that only through simulating the real experience there is a 90% of what we hear during training would be remembered and applied.
According to Edgar Dale: