TLB #35🧠 Weaving experience and reflection into your learning solutions
A bi-weekly inside scoop on all the hottest events, juicy discussions, and oh-so-many other exciting things happening in our dynamic L&D community. 🧡
Hello Shaker,
Here’s all that you’ll experience in today’s issue:
💡Learning Bites: The Power of Kolb’s Learning Cycle
🗓️ Community Calendar: Be a part of local meet-ups happening in Singapore and Amsterdam local hubs and our online event on Leading with Purpose.
🖌️ Community Creations: Spotlight on 7th edition of Coaching for L&D.
🔖 Resource Reel: A collection of resources on AI, Leadership, Facilitation and many more.
🎤 Shaker's Stage: This week’s stage is taken by Andrea Vimercati.
Learning Bites 💡
It’s your first big presentation. You’ve prepared for weeks, rehearsed every slide, and practised your speech until you could deliver it in your sleep. But when the moment comes, you find yourself in front of a room full of people, and suddenly, your mind goes blank. You stutter through your opening lines, your palms are sweating, and you realize that all your preparation hasn’t quite prepared you for this.
It is only after a nerve-wracking experience, reflecting on the whole ordeal, that you understand the true nature of public speaking. And in that situation, you realize that no amount of rehearsal could replace the value of experiencing the real pressure of delivering a presentation.
In its simplest form, experiential learning means learning from experience or learning by doing. According to Lewis & Williams (1994), “Experiential education first immerses learners in an experience and then encourages reflection about the experience to develop new skills, new attitudes, or new ways of thinking.”
Today, we’ll scratch the surface of experiential learning because it’s everywhere and everyone is talking about it. So I thought why not research about it to understand it from the depths? The most well-known model of experiential learning is David Kolb’s Experiential Learning Cycle, described in his book, Experiential Learning: Experience as the Source of Learning and Development. Kolb’s model presents a cyclical process of learning that involves four key stages:
1. Concrete Experience: Concrete experience refers to the practical, hands-on activities from which we gain knowledge. This stage involves trying new things, encountering challenges, and stepping out of our comfort zones. These experiences can occur in both personal and professional contexts, allowing us to learn from both our successes and failures.
2. Reflective Observation: To truly learn from our experiences, we need to engage in reflection. The reflective observation stage of the experiential learning cycle focuses on analyzing the experiences, considering both actions and emotions. During this phase, we contemplate what went well, and what could have been better, and explore alternative approaches while learning from each other.
3. Abstract Conceptualisation: After recognizing and understanding the key aspects of an experience, we can plan and brainstorm different approaches for future success. This phase involves conceptualizing what changes can be made for improvement.
4. Active Experimentation: In the active experimentation stage of the learning cycle, we put our ideas into practice. This is the phase where we test our plans and strategies in real-world scenarios.
Characteristics of Experiential Learning
Kolb outlines several defining characteristics of experiential learning in his book:
Learning as a Process: Learning is best conceived as a process rather than a result. It’s about ongoing development rather than achieving a specific outcome. Kolb emphasizes that learning evolves through the process of engaging with experiences rather than simply attaining a goal.
Continuous Process Grounded in Experience: Learning is a continuous, iterative process. It’s not a one-time event but an ongoing cycle of experiencing, reflecting, conceptualizing, and experimenting. This aligns with Kolb’s view that experience is foundational to the learning process.
Resolution of Conflicts: The learning process involves resolving conflicts between different modes of adaptation to the world. For example, balancing between concrete experiences and abstract concepts requires navigating through these opposing approaches to find effective learning outcomes.
Holistic Process of Adaptation: Learning is a holistic process that involves comprehensively adapting to the world. It integrates emotional, cognitive, and behavioural aspects, reflecting Kolb’s belief that learning is an all-encompassing process.
Transactions between Person and Environment: Learning occurs through transactions between the learner and their environment. It’s about how learners interact with and adapt to their surroundings, emphasising the dynamic nature of experiential learning.
Creating Knowledge: Learning involves the creation of new knowledge. It’s not merely about absorbing information but about generating new insights and understanding through experience.
The Role of Reflection
Reflection is key to experiential learning, turning experiences into meaningful understanding. Instead of just recalling facts, learners analyze their successes and failures, connecting these insights to their existing knowledge. True learning happens when they step back, describe events and emotions, and identify strengths and weaknesses. This reflective process transforms experiences into transferable skills and deeper understanding, enabling learners to internalize information and grow continuously.
Some of the reflection techniques that you can use or implement
Applying Experiential Learning
Kolb’s model can be applied across various contexts such as workshops, learning journeys and classrooms. Here are some practical ways to implement it:
Using activities that involve real-world problems. Start with a concrete experience, such as a simulation or role-play, then facilitate reflection and discussion. Follow this with conceptualization where participants develop strategies, and end with active experimentation where they apply what they've learned in a new scenario.
Integrating project-based learning where learners engage in hands-on projects related to the course material. Use reflective journals and group discussions to help learners process their experiences and connect them to theoretical concepts.
Learners examine actual business scenarios to recognize issues, create solutions, and make well-informed decisions.
Learners explore businesses, organizations, or historical locations to see practical uses of concepts and experience various settings. Structured reflection sessions are then used to integrate insights and plan how to apply them in their situations.
Learners acquire hands-on experience and put their knowledge into practice through internships or apprenticeships.
Involving learners in community service projects, volunteer work, and or setting up CoPs in organizations to offer hands-on experience opportunities.
Learners engage in serious games and gamified exercises to experience and apply concepts dynamically and engagingly. This approach encourages active participation and problem-solving in a controlled, yet stimulating environment.
Tips for Facilitators
Ensure participants feel safe to share their experiences and reflect openly. A supportive atmosphere encourages more meaningful engagement.
Design activities that require active involvement. The more participants engage with the material, the more they’ll learn.
Allocate time for structured reflection. Use techniques and guided questions to help participants process their experiences.
Customize activities and discussions to fit the specific context and needs of the participants. This ensures that the learning is relevant and applicable.
Offer constructive feedback during and after activities to help participants refine their understanding and approach.
Tell me and I forget, Teach me and I remember, Involve me and I will learn. ~ Benjamin Franklin, 1750 A.D
That’s all Shakers! This week reflect on what a memorable lesson you took away from your last hands-on project.
Coming Up Next
Community Calendar 🗓️
While things are a bit quieter as our Shakers take time this summer to rejuvenate and return with renewed energy, we still have some exciting events lined up for you:
In-Person Meet-Ups: Join us in Singapore and Amsterdam to chit-chat, unplug and enjoy a picnic.
Virtual Session: Don’t miss our online event on Leading with Purpose.
We look forward to reconnecting and bringing you more fantastic learning experiences soon!
Community Creations 🖌️
Knock, knock!!
What’s the hottest update?
We’ve successfully conducted 150 engaging sessions with our team of 26 incredible coaches, all providing insights in 13 unique languages!
August is the last month that you can book a session to supercharge your growth and development because Coaching for L&D 7th Edition will come to end soon!
So, how does it all work? Let's break it down:
Explore a Diverse Pool of Coaches: With 26 exceptional coaches to choose from, each bringing their unique skills and coaching approaches to the table, you're sure to find the perfect match for your needs and goals.
Book Your Coach: Head over to Notion and secure your spot by booking the coach that resonates with you. Simply follow the link: https://bit.ly/CoachingforLnD
Complete the Intake Form: Once you've booked your session, you'll receive an intake form to fill out. This helps us tailor the coaching experience to your specific requirements and ensures you get the most out of your session.
Schedule Your Session: Mark your calendar and get ready to embark on your coaching journey! Your session awaits, so don't miss out on this invaluable opportunity for growth and self-discovery.
Show Your Support: As a token of appreciation for the incredible work of our coaches, we invite you to consider donating to Save the Children. Click here to donate: https://www.justgiving.com/fundraising/SHAKERS-CoachingForLandD
A heartfelt thank you to all the coaches who have generously dedicated their time and expertise to make this edition of Coaching for L&D possible. Your passion and commitment to nurturing talent within our community are truly commendable.
Cool Stuff You Don’t Wanna Miss Out
Resource Reel 🔖
This week’s hottest resources are:
The AI For L&D email course by Steal These Thoughts where Ross helps you to understand AI for L&D in a simplified version so that you can take the right decision.
Leadership Program Design by L&D Shakers where you’ll find best practices on designing a leadership program, measuring its impact and avoiding common pitfalls and, a collection of tools to help you in the journey.
11 Team Effectiveness Models to Build High-Performing Teams by AIHR, discover the different team effectiveness models to get an idea of which one would be the most suitable to understand your team better and drive performance.
Dear L&D: Let's get to the bottom of things by Anamaria Dorgo where she pushes us to focus more on data in L&D to solve the problem and create an impact rather than jumping less on the next new thing.
The Skills of a Non-Boring Facilitator by Ioana Göz a miro board packed with actionable tools to help you become a non-boring facilitator and create extraordinary experiences.
Behavioural Design Toolkit by DOBLIN explores a four-part decision-making model that provides a context for seven key Behavioral Factors.
Using Persuasion to Spur Lasting Organizational Change by Robert B. Cialdini
and Steve Martin for HBR list out three methods for delivering long-haul persuasion in a complex system and all three approaches emphasize the agency and involvement of those on the receiving end.
Community Corner:
Shaker's Stage 🎤
Let’s welcome Andrea Vimercati, Head of Training at Adjust to take the stage.
What was a pivotal moment in your career?
-I started my career as a teacher for modern foreign languages. I loved teaching and being in the classroom, but got quite frustrated with the system and decided to go back to University for a Masters. I picked up an office job to support myself financially while finishing the program. It was there that I was asked if I was interested in running training in the company, because "you are quite good at it" - and that's how I got into L&D, which is something I did not have on my radar at all.
What underrated tool(s) are indispensable for your job?
-Focus time in Gmail Calendar! I hate having to jump from one task to the other, so blocking off big chunks of my time to do deep work is very important for me.
What are you currently learning?
-I am focussing on how I can best use Generative AI in my job (surprise, surprise), learning through lots of trial and error. At the moment I mostly use it as a research tool and sparring partner in designing and developing programs, but I want to start exploring soon how I can build agents to support skills development in my organization.
What does being an L&D Shaker look and feel like for you?
-It means being part of a thriving community made of great professionals and people. I see it as the truly #1 place to turn to for ideas, inspiration, sharing experiences and learning new things around L&D.
〜See you soon
Till then, keep spicing up your learning! 🧠🧂
Sejaal