Experiential learning is used to develop a skill or set of skills.

When developed properly, it

engages learners to the extent that they become active participants in their own
development while interacting with facilitators and colleagues. Types of experiential training
includes apprenticeships, role play, games, case studies, internships, simulations, problem-
solving and on-the job training.

For experiential training methods, the trainer should primarily focus on these factors

Analysing the learners and accordingly choosing the activities suitable for the person
or group.

Trainer selects proven exercises, which he feels confident that it will work, if the
exercise fails the trainer should talk it out with group members.

It is always better to have a combination of different methods of training in a

programme using a variety of training methods stimulates learner interest and arouses
curiosity.

According to master presenter Bob Pike of Creative Training Techniques

International “ In our programmes we use the 90/20/8 rule. No module that we teach
ever runs more than ninety minutes, the pace changes every twenty minutes and we
try to involve people in the content every eight minutes. That is based on Tony
Buzan’s book, “use both side of your brain” in which he writes that the average adult
can listen with understanding for only ninety minutes, but can listen with retention
for 20 minutes.

There should not be a "one-size-fits-all" solution rather, a more comprehensive

tailored solution. Each training project must be executed using suitable and optimal
method.

Planning an interactive exercise which matches with the objective of learning

Provide clear expectations and outcome of training to the learner

These are the five distinct advantages of experiential learning over traditional
classroom, instructor-centric methods:

The ability to Instantly employ rich extensive experience. Passing on the knowledge
& experience though practical mediums would probably make the most efficient way
of understanding and acquiring skills, for the trainees. Rather than just lecturing
wherein only speaker is active and listeners are passive.

Advancement of teamwork and communication skills. This will lead to the

development of good collaborative efforts among the team members and improved
inter-personal skills. Increased understanding and trust among the participants
which is missing in lecture method as they may not even talk to the person sitting next
to them until it is part of training programme.

Delegating task to the employees that stretches them out of their comfort zone. This
will eventually make them more efficient and capable of handling unexpected
scenarios in the workplace.

Becoming more reliable, ready to take tasks, & taking responsibility of the tasks. This
will result in leer bureaucracy and increase in the overall productivity. Knowledge of
how they could work together as a team leading to increased organization
effectiveness.

Hands on experience through real-time training environment. This will enhance the
trainee’s ability to navigate the functionalities based on the real time priorities. In
lecture method once they are out of the classroom half of the information is left
behind in training room itself and people tend to forget the things listened but
practically doing is something which is carry with them