Experiential Learning & Its Feasibility in Remote Training Environments


remote session

The COVID-19 pandemic brought several different challenges for businesses. One such challenge was moving skills training, such as sales or employee training from traditional settings to online mediums. For educators and pros, different experiential learning elements proved useful.

Now, everyone can hold online training sessions where their audience can learn a particular skill with hands-on experiences through virtual tools and interaction. It’s all about how feasible this method of learning and teaching is for online environments.

In this article, we’ll look at experiential learning, which elements define it, and how suitable it is for remote training environments. If you’re looking for an automated learning management system for e-training, visit Atrixware today.

What Is Experiential Learning?

For many leaders and organizations, experiential learning might be a challenging or tricky concept. With the advancements in technology, many organizations have implemented this concept in their online training environments.

Experiential learning cannot be defined in simple terms. It has a very general and broad definition. However, at its core, this concept is all about acquiring new skills or knowledge from personal experiences and reflections.

The main focus is on the belief or idea that to properly acquire new skills and information, one needs to link it with real-life experiences. Then, when a person starts recalling these experiences, they will also recall the skills they learned and how they can apply them in different real-life situations.

Several learning models have also been designed to make use of experiential learning—cooperative, problem-based, project-based, and hands-on learning. The “experiential” aspect of these models is the fact that learners become completely immersed and actively involved in all the activities. They can then reflect on the results.


Elements Of Experiential Learning

People always talk about experiential learning or implementing it in their organizational training to boost their ROI. But do you know what it truly involves? In this section, we’ll discuss the four elements that help define the inextricable parts of this concept.

Hands-On Interaction

Experiential learning begins with direct, hands-on learning through engagement and interaction. The students and learners should be willing to interact and engage with everything and everyone.

During the training activity, they need to comprehend the new experience and examine everything personally. This will help them interpret a certain existing experience in a different and new way.

This part of the training is an active stage. The instructors shouldn’t intervene with the learners too much. If the learner needs help or guidance, the instructors should keep it minimal and not take over or complete the entire activity independently.

Structured Reflection

After the active stage, we move on to the next stage. This part is all about reflection. The learners will be using what they learned and how they viewed the activity through their lens. This will help them reflect on the experiential learning experience.

They can figure out what they learned during the training and what the training didn’t involve. Reflection can take place in different ways: individually—by processing everything and asking questions—or in a team/group—through analyses and group discussions.

For example, if it’s a sales training session and the learners have been working on bad sales pitch scenarios, they can identify the problematic behaviors. They can also discuss the potentially troublesome behaviors that could harm a sales pitch.


Abstract Evaluation & Assessment

After reflection, learners can use their previously made observations and come up with new ideas. They can modify the whole experience and assess or evaluate the situation. This will help them conceptualize what they need to do and different actions they can take to get a different result.

For this stage, the learners should form theories based on their life experiences—and then reflect (individually and on a group level) on these experiences so they know what their real-life responses would be for future scenarios.

For example, the learners will identify the problematic sales pitch behaviors, assess the changes they should make, and then evaluate if they would help them achieve a successful outcome.

Real-Life Consequences & Connections

The last step is to connect theory with practice. Once learners have reflected on and conceptualized their experiences during the remote training session, they can determine the consequences of their newly-acquired skills or knowledge.

Did they reach the right conclusions? Or should they adjust them? Learners should be able to recall information and prepare for active experimentation. This will help them process if any changes are required.


Experiential Learning In Remote Training

Now that we have discussed the elements involved in experiential learning, it’s safe to say that with current technology, we can easily translate all of this into a virtual training environment. The tools and solutions available today, including learning management system solutions, can make virtual situations more effective.

Organizations like Atrixware have robust software and learning management systems for compliance training that allow online collaboration and communication. Businesses and educators can use it for comprehensive learning experiences that may otherwise seem challenging or complicated.

If you want to try the LMS system for different online training, including selling and customer training, check out Atrixware today. Their Axis LMS allows you to create training content from scratch. 

Contact them today for further information.

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