“Learning is an Experience. Everything else is just Information.” ~ Albert Einstein.
More than a hundred years ago, Hermann Ebbinghaus formulated the learning curve, which describes the relationship between memory and time. In a nutshell, it says that, during a lecture, if your absorption rate is at 100% on day one, there is a 50-80% loss of learning from the second day onward, which is reduced to a retention rate of just 2-3% at the end of thirty days.
This theory is even more relevant in today’s world where attention spans have come down and learning sometimes is reduced to 140 characters! In short, a valid learning experience which engaging, retentive and practically applicable.
This brings us to the question as to what is Experiential Learning?
By the textbooks, Experiential Learning is the process of making meaning from direct experience in a real-world context. It is a philosophy and methodology in which educators purposefully engage with learners in direct experience and focused reflection to increase knowledge, develop skills and clarify values. Facilitated and guided practice, reflection, and evaluation are all essential components of this transformative method of learning.
It provides you with space to:
- Describe and reflect on the learning process.
- Explore, evaluate, and articulate on a personal level.
- Integrate and apply the skills to understanding practical experiences and problems found in the real-world.
Need of the hour!
It used to be enough for students to spend four years working hard on assignments, labs, and exams to earn a useful undergraduate degree that signaled competence and was redeemable for a good job.
Employers would spend weeks or months training their newly hired graduates, sometimes in cohorts, shaping their broad knowledge so it could be applied to the specific needs of the company.
Today, in contrast, employers want fresh graduates who they don’t have to train.
That means employees must learn and apply their knowledge without adding extra time and cost to the company. They are expected to be ready to compete for jobs and jump into the requirement, without further training.
In the ongoing global drive for efficiency and competitiveness, education and training are now seen as the responsibility of the post-secondary sector, where employees face a wider set of expectations not only to learn and synthesize subject matter but to adapt it and put it to use almost immediately.
This idea of learning by doing is what is now called “experiential learning,” and though it’s demanding, it is also very effective. In class, this method of learning means replacing chalk-and-talk pedagogy of the past with enquiry, problem-based, and project-based learning, sometimes using the tools of what we call a maker space — an open, studio-like creative workshop.
These methods recognize that lectures on complex, abstract subjects are difficult to comprehend and that hands-on, minds-on learning by experience not only makes it easier to absorb complex material, it also makes it easier to remember.
Redefining Product Experience…
Product experience or the platform, to propel learning and development plays a vital role for the companies today.
With numerous factors revolving around the development of a product, the target output, however, remains relatively the same.
Basically, a successful learning experience platform is the one which understands the problem and then makes use of a personalized mechanism to provide a solution, thus, enhancing the skills of the end-user, be it an individual or an organization.
- Improve ability to personalize learning.
- Potential for individual progress.
- Improve student engagement and motivation.
- Online tests.
- Need to extend time and stretch resources.
- Potential to extend the reach of effective teachers.
- Ability to improve working conditions.
- A decrease in device costs.
- Student and parent adoption of learning the app.
- The interest of growing the digital drive.