Training Industry Magazine - July/August 2017 - 65

GEN WHY
MICHELLE EGGLESTON

AMPLIFYING
KNOWLEDGE

THROUGH EXPERIENCE
Experiential learning, or learning by
doing, amplifies knowledge retention
by putting the learner in the center of
the action - whether in the context of
the workflow, a virtual simulation or
working through a game-based learning
scenario. It is through this application
of knowledge that learners develop
problem-solving skills to navigate the
challenges they face on the job.
As Ebbinghaus' Forgetting Curve shows
us, 90 percent of learning will be lost
within one week of training if the skills
and knowledge are not reinforced or
applied directly to the job. To protect
training dollars from being wasted,
organizations must have a strategy in
place to ensure learners are immediately
applying new skills in the workplace.
Experiential learning activities can
reinforce skills and information learned
in a formal training program.
TECHNOLOGY-ENABLED EXPERIENCE
Not surprisingly, millennials are the most
digitally ready segment of the workforce,
according to Training Industry research.
Having grown up in a technologically
charged world, this generation is the
most comfortable with technology and
finds it easy to navigate. As millennials
gain majority in the workplace,
organizations are turning to technology
to engage employees in training.
But technology isn't just fun and
engaging for millennials. Learning
through short videos, games and
mobile devices are engaging options
for all employees. Many organizations
are investing in technology-enabled
learning experiences to onboard

employees. The food service industry
uses games to teach employees about
portion size and products. The aviation
industry uses simulations to train pilots
and prepare them for crisis situations.
And the software industry is providing
virtual labs to IT professionals to learn
new programs before implementation.
There are many opportunities to
leverage technology in training to
drive behavior change in a safe and
controlled environment. Organizations
need to identify and select the most
appropriate delivery method for their
desired outcome.
EXPERIENCE SANS TECHNOLOGY
Experiential learning is not limited to
technology-enabled activities. Learning
by doing occurs through mentoring,
storytelling,
on-the-job
training,
apprenticeships and job shadowing. For
example, I worked for a few summers
at a glass factory during college. Before
starting work, I attended a week-long
instructor-led onboarding program. A
large portion of the training was focused
on glass defects that I would encounter
on the job. As a bottle inspector, I would
be sitting in front of a light bulb on a
conveyor line, throwing out damaged
bottles. I was a form of quality control.
During the training, we viewed pictures
of various defects, as well as real
examples of flawed bottles to feel and
analyze. I was also provided a laminated
job aid of the various defects to keep as
a reference tool.
After completing the classroom training,
I started work as an inspector. The
training provided me with a foundational

knowledge of the defects I would be
looking for, but did not account for the
short amount of time I would be given
to inspect each bottle. The conveyor
moved quickly - much faster than I was
anticipating. If I stopped the conveyor to
further inspect bottles, the line would
become backed up. In manufacturing,
there isn't an off switch - the bottles
keep coming.

REINFORCEMENT
NEEDS TO BE
ACCOUNTED FOR
WHEN DEVELOPING A
TRAINING STRATEGY.
Through the help of other employees
and my supervisor, I learned tricks
and tips to quickly inspect bottles. By
having the ability to learn in my actual
work environment, I reinforced the
information I learned in formal training,
while experiencing the real-life variables
of speed and time.
ACCOUNTING FOR THE FULL EXPERIENCE
It is the combination of formal and
informal
learning
activities
that
prepares employees to successfully
navigate the complexities of their job.
Reinforcement is a critical component
of training that needs to be accounted
for when developing a training strategy.
By integrating experience into training,
organizations can amplify knowledge
and drive behavior change.
Michelle Eggleston is the editorial director at
Training Industry, Inc. Email Michelle.

T R A I N I N G I N DUSTR Y MA GAZ INE - EXPERIENTIAL LEARNING 20 1 7 I WWW. T RAI NINGINDU S T RY . C OM/ MAGAZ I NE

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Table of Contents for the Digital Edition of Training Industry Magazine - July/August 2017

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