Gamification and workplace training: a match made in heaven

Gamification has become an integral part of the corporate world. Many businesses have adopted this innovative approach to workplace training due to all the benefits the method brings to the table. It’s become a well-established productivity tool, and employees who use gamification in learning new skills find the strategy quite engaging.

But what exactly makes gamification one of the best job training solutions, and how can you apply it in your company? Let’s get into the nuts and bolts of this important motivational tool.

What is gamification in corporate training?

Gamification can be defined as an approach to employee skill development that incorporates gaming elements in non-gaming situations. In a corporate environment, managers employ gamification to increase their staff’s motivation, ensure a fun learning environment, enhance engagement, and help the employees learn much-needed skills more efficiently.

Effective gamification strategies offer high completion rates and improved retention. The method can also help business owners complement their learning experience platform (LXP) to provide more engaging entertainment during learning and development initiatives.

What are the benefits of gamification?

Whether gamification is used in insurance training or teaching employees how to present new products, statistics show you’re bound to see improved performance. Here’s how gamification can help your workforce:

1. Gamification increases motivation

A learning environment that revolves around gamification requires acceptance from participants to ensure effectiveness. Thankfully, many elements can help you achieve this goal, such as points and badges. More than 80% of employees who take part in gamification activities feel motivated to learn.

They are driven to study voluntarily, whether out of fun, competitive spirit, or perfectionism. As the team is eager to learn, their knowledge retention increases accordingly.

2. It is conducive to great learning habits

When the gaming elements are designed correctly, they can give rise to behaviours that facilitate learning. For instance, you can improve your learners’ knowledge retention by giving them badges for going back to refresh their learning using previous tests. While such initiatives require precise planning, the results you can obtain can be extremely useful.

3. Valuable feedback

Gamification allows learners to understand their strengths and shortcomings. For example, you can give them a badge for managing their time efficiently and withhold a badge due to low accuracy. The employees can use these performance indicators to determine the areas they need to improve upon.

Besides, the feedback lets managers and executives gain insight into the weaknesses of their employees. This way, they can structure gamification sessions to address the biggest weaknesses their workers face and help the participants overcome them.

4. Gamification is engaging

Another huge advantage of using gamification in learning is that it engages the employees. The participants recognize the meaning they draw from gamification activities, which makes them eager to join in. In turn, they are more productive and more likely to stay with your company.

How should you structure gamification activities?

To reap all the benefits of gamification in the workplace, there are several principles you need to follow:

1. Provide autonomy

Gamification programs shouldn’t force employees to study. Instead, the atmosphere should convey the message that they are in charge. In this manner, peoples’ motivation skyrockets and their learning is enhanced.

2. Offer value

No matter how many badges and leaderboards you include, gamification activities won’t be appealing to your team members if they feel the exercises lack substance. The learning needs to provide meaningful results fast, and the employees should be able to apply this experience in real life.

The ideal way to offer value is to set up bite-sized materials that deal with certain work-related problems. Your workers can refer to them when they want to find out how to perform specific tasks and immediately implement their skills.

3. Reinforce learning

The better your team is at specific activities, the more likely they are to revisit them. As a result, gamification is a great way to reinforce learning. But the content needs to be diverse and include interactive quizzes, various rewards, and leaderboards to boost the team’s competitive spirit.

Examples of gamification in the workplace

Gamification leaves you with a lot of room to improvise and develop games that suit your company. Here are a few examples you can use as a starting point of your gamified corporate learning activities:

1. Partial gamification – Quizzes

At the entry-level, you can apply gamification as quizzes or assessment as part of a conventional e-learning course. You can also use it as a challenge in microlearning settings. 

For instance, your quiz can require the participants to make their way through roadblocks. When they reach a roadblock, they need to answer a question or complete a challenge to proceed. With each successful completion, the employees earn bonuses that provide a sense of achievement.

2. Game-based Learning

Another great idea is to turn the learning path into a fun game with badges, scores, and leaderboards. This is especially useful if you want to set up a compliance training session and help new team members learn about official regulations and your company’s code of conduct.

This way, you’ll save your employees from hours of skimming through, for example, extensive anti-bribery and sexual harassment laws. With gamification in the picture, even the most complex topics can be engaging if presented in a fun fashion. Just remember to keep the activities brief and concise so that they contain all the key points without going into unnecessary details.

3. Sales training

Gamification is also perfect for conducting workplace competition in the BFSI sector. By adding gamification elements, such as rewards for completing challenges, your sales agents are encouraged to take a proactive approach to their job and engage in positive initiatives (e.g., professional development and team-building events). Gamification rewards are also not as costly as investing in new employees or raising commissions. For instance, Learnsure’s gamification features allow the participants to connect with the learning material on a deeper level. This is because all the materials are directly related to their trade, ensuring high engagement. Using our platform, you can set up sales competitions that will prepare your workers for real-life challenges. As a result, both individual and overall performance within your company will be boosted. 

Gamification is the way of the future

While traditional workplace training methods can be useful, taking a modern approach like gamification is better suited for today’s corporate world. Much of your staff may consist of millennials, who likely prefer fun and tech-based training methods. That’s why gamification in learning should be your top priority when you want to engage your team and make them motivated to acquire new skills in a fun way.

We’ve given you a few examples of how to implement gamification, but the story doesn’t end there. If you want to see this strategy in its full swing, reach out to Learnsure. We offer polished training methods that will make your workers more productive. Book your demo now and check out our impressive services.

User-generated content for better learning outcomes.

Keeping learners engaged is not an easy job. Companies are deploying innovative strategies like user-generated content (UGC) to encourage employees to use their knowledge and share it with other team members. A lot of data supports that UGC is a powerful business tool that can help your company grow faster than ever.  By applying UGC, the companies can gain the trust of their employees and ramp up their learning and development efforts. 

In this article, we’ll discuss user-generated content and how it can help you polish your employee training and development strategies.

What Is User-Generated Content?

UGC has become a major part of the digital business world. In workplace terms, the term refers to any content (photographs, videos, reviews, etc.) created and delivered by employees themselves. It has become extremely popular because it powers activity and engagement in employees who wouldn’t participate otherwise. It provides your team members with the opportunity to be more immersed in the production of content influencing the product or service your business specializes in.

This type of organization allows for equal participation. Other than that, your employees can contribute to the conversation about various projects without requiring managers to lead the way. As a result, UGC is an excellent way to elicit more creativity from your employees by promoting their input.

Why Is User-Generated Content Important for Your Business?

By setting up a training process revolving around UGC, you can expect better learning outcomes. Since participants are exposed to environments similar to the digital content consumed outside of work, they’ll absorb the knowledge shared by other participants more readily.

The reason UGC works is that people are naturally drawn to visual content. It makes the learning process more immersive, which is why you should stop pushing your content. Instead, give your team members the chance to create content themselves. Over time, they’ll eagerly structure their training by formulating plans, resulting in learners who want to make their training activities as fruitful as possible.

Another advantage of employing UGC is the knowledge sharing that occurs in every session. It allows you to include the most successful people within your business instead of those from external organizations. More experienced team members can share their knowledge and expertise with the rest, allowing for personalized learning. Once everyone has been presented with the best practices in your line of business, they’ll want to replicate those actions to improve themselves.

All of this combined builds close bonds in your community. Moreover, it engages participants to a much greater extent than ready-made content published by third parties.

How Do You Apply UGC to the Workplace?

The easiest way to integrate UGC initiatives into your corporate training is through LXP technology. It consists of many features that will improve your employees’ learning experience:

Content Creation

LXPs support user-generated content produced by end-users. Your employees can have editors who create lessons and posts that include documents, videos, images, and hyperlinks. Other users can leave comments and ratings on the lessons and posts.

AI-Driven Training and Recommendations

Some LXPs absorb training content, such as videos and documents, and implement AI e-learning to establish the purpose of the learning material. In turn, AI can trigger microlearning, recommendations, and training. In some cases, LXPs can perceive individual instructional needs and skip to a certain point in a video to find the perfect starting point for a given learner.

Content Curation

LXPs offer machine learning features that intelligently organize content found on the internet and provide personalized recommendations. Additionally, learners can manually collect third-party and internal content and share it with their peers.

Why Is LXP Technology Beneficial?

We’ve already mentioned some of the advantages of LXP learning, and here’s the summary:

Tailored Learning paths

LXPs guide your team members’ learning paths with personalized recommendations. As a result, your employees may have more to gain from the platform arising out of interactions and content directed at various learning goals. Moreover, administrators can manually configure recommendations to fit each user.

Agile Learning

Unlike traditional learning methods that require upfront planning, LXPs allow you to set up learning activities on-the-spot. This ensures an agile learning experience since the content is delivered flexibly and quickly in the natural workflow. There’s also the possibility to add microlearning content to solve particular needs, making it easier to accomplish learning goals under a busy schedule.

What Will Future Learning Look Like?

If you embrace UGC and other creative learning methods, such as design thinking, you’ll be fully prepared for the future of workplace training. It will require you to base your training activities according to employee needs and ensure engagement, participation, and opportunities to acquire new skills and ideas. Cutting-edge technology and LXPs enable you to achieve this goal in a time-saving and efficient manner.

A significant part of future workplace training will have to do with social learning. It’s a concept where employees learn by observing other peoples’ behaviours and their outcomes. At the end of the process, good forms of behaviour are promoted, whereas the bad ones are dispensed with.

As opposed to conventional methods that have a lower retention rate, social learning is much more efficient. Nowadays, people take to traits and things that they can retain more easily for having used them to solve real-life problems. This is where social learning comes in handy since it allows for a more practical learning environment and addresses the deficiencies of past learning methods.

Social learning also has to do with learners’ ability to absorb and replicate ideal forms of behaviour. In this regard, it’s a useful addition to UGC, given that both concepts centre on paying attention to and retaining model forms of behaviour. As a result, having your employees learn in a UGC-driven environment from an experienced role model is an efficient way to teach them useful skills and techniques.

On to You

Although UGC brings with it somewhat nebulous concepts, now you know how all of them can help you train and develop your employees. Setting up UGC-focused activities will make your employees more immersed in the process and help them learn practical skills much faster.

To ensure proper application of UGC and related workplace learning concepts, reach out to Learnsure. We are the leading employee training solution on the market and know how to implement any contemporary workplace training method. Book our services and you’ll be on the right track.

Solving Real-Life Problems with Experiential Learning

Experiential Learning

Today’s business world is replete with setbacks that can hinder a company’s growth. In many cases, they occur due to improper employee learning and development, which will only result in them using improper ways to solve problems. When employees have a hard time addressing obstacles in the workplace, there’s often a cap on company potential and customer satisfaction.

Traditional methods of training employees are ineffective nowadays. You’ve got to turn to modern training strategies if you have a mind to teach your employees how to take on future challenges.

In this regard, one of the most useful approaches that you can take is experiential learning. Find out what that is, how it works, and how you can use it as a growth driver.

What Is Experiential Learning?

Experiential learning bridges the gap between various learning concepts and the real world. In many ways, it’s the learning of new skills through activities (usually with a set of goals). Participants are placed in situations with real-life contexts that they have to navigate themselves. At the end of these activities, they can reflect on their experience and develop practical ideas.

Today, experiential learning is a crucial part of business training solutions. It creates a unique learning experience that sparks conversation and refines problem-solving skills.

Over the past decades, traditional training methods haven’t proven as fruitful as initially hoped for. Without direct application, it’s all too easy for employees to forget or misunderstand many concepts. This has led to more and more leaders implementing experiential learning strategies.

Another positive of experiential learning is that it lies in the middle of business learning initiatives. It’s a compromise between isolated training methods and simulations. Participants learn by performing their daily jobs, though not necessarily an exact replica of the workplace.

For the best results, experiential learning programs must have the following components:

  • Immersive experience and compelling metaphors that imitate real-world problems.
  • Engaging themes that disguise connections to the real-life workplace.
  • Fun factor to promote participation
  • Objective results
  • Cause and effect chain
  • Promoting the initiative for change
  • Result-based debriefing

It is the combination of these elements that leads to a promising learning experience. When participants are eager to engage, their confidence to take on their everyday challenges will increase.

How Does Experiential Learning Work?

Experiential learning works according to several principles. For starters, an engaging experience allows participants to take a break from their daily grind and have fun overcoming various challenges. They do not have to be made aware that they’re acquiring new skills, and this is where clever metaphors and themes can mask the primary purpose of the activities.

If you’re running on an accelerated timeline, you can quickly check out the results and help people learn from the entire experience. Finally, a detailed debrief links the activities to workplace situations. The learners get to see how they can apply their newly-acquired skills to various obstacles.

The result is behavior change caused by participants’ understanding of the consequences of applying their skills. Therefore, if they are to make mistakes, they will be more likely to take a different approach the next time. They’re going to reach conclusions about using various skills and their effects. For this reason, the retention rate is higher than with other training strategies, and skill development is more evident.

What Are the Benefits of Experiential Learning?

We’ve already mentioned a few ways that experiential learning can help your company. Here’s everything else that it can do for you:

Greater Capacity to Address New Situations

If your employees learn through a hands-on approach, they’ll be much more able to adapt to future situations. To illustrate this, let’s look at a study by the AACU (Association of American Colleges and Universities.) It had two student groups, one of which took an experiential learning program, whereas the second had direct instructions.

Although both groups achieved similar results in their final exam, the experiential learning group was better at practical assignments. Those participants outperformed the other group in drawing up a legislative policy. The ability to apply multiple aspects of their experiential learning gave them the edge over the other group.

In short, you can expect your employees to perform better if you inspire them to be innovative and use several skills to solve problems. With just instructions, you can expect subpar results and low customer satisfaction, making it so much easier for competitors to overtake you.

A Safe Environment

Failure can significantly harm your employees’ confidence. But if you set up an environment where failure doesn’t entail severe consequences, they can learn from their mistakes and improve on them. Simulations used in experiential learning sequences allow participants to fail safely. As a result, there’s no harm done to their confidence or any risk of poor performance in the workplace.

Accurate Skills Assessment

Compiling learning statistics can be challenging, even if it’s necessary. It gives you insights into how effective your learning methods are.

The same goes for experiential learning. An array of gamification and simulation programs can provide you with valuable feedback about the choices that your employees made in their learning activities. In turn, you can determine the skills that they capably demonstrated and those that will require more attention.

Superb ROI

Experiential learning takes place at your premises. This allows your employees to practice during their usual workflow. As a result, there’s less time spent at conferences, in boardrooms, or outside the office. Getting your employees to work on their skills on-site will almost invariably result in a higher ROI than sending them to learn someplace else.

Make a Wise Investment

Overall, experiential learning is one of the most practical ways of training your employees. It prepares them for future challenges by introducing them to real-life problems.

But if you don’t have all the necessary tools and knowledge, implementing experiential learning at your company is next to impossible – unless, of course, if you enlist the help of Learnsure. Our experts are well-versed in experiential learning and know just how to engage your employees. Using a technology-driven method, we can transform your learning environment for the betterment of your business operations.

We know all about the best workplace learning practices, from design thinking to microlearning. So, book your demo now and see our top-rated services first-hand!

Revolutionise Corporate Learning with Design Thinking.

Revolutionise Corporate Learning with Design Thinking.

Managing a company can get complicated. Some of the most challenging obstacles include skills development and managing business dynamics, stakeholders, and customer needs. Is it any wonder then that many businesses are resigned to an uncertain future for not being able to cope with the rapid tempo of change?

Luckily, there’s design thinking that you can adopt to control your business operations. Some of the most well-known companies, including Pepsi, Nike, and Google, have been practising this strategy, and there’s no reason to think that much smaller businesses can’t follow suit and enjoy many of the same benefits. It can help you with your company’s organization, communication, and goals

Take a look for yourself at the process of design thinking and how you can use it to run your business more efficiently.

What Is Design Thinking?

Design thinking aims to understand customer needs and embrace the use of creative thinking to resolve customer problems. In practice, design thinking can involve any number of human-centered innovation processes applicable to design activity, be it for a product, service, or the entire business.

The use of design thinking helps you address any concerns by putting customer needs first. The discipline centers on observing with empathy how users interact with their environment and it employs a direct approach to the development of solutions.

One of the critical components of these processes is visualizing concepts. In many cases, even vague concepts can spawn the brightest ideas, though it would require your team to think visually and your business to simplify a particular concept and make it tangible and much easier to understand.

Design thinking can comprise many stages, and one of the most common is a five-phase process:

  • Empathizing with customers
  • Defining your insights and customer needs and problems
  • Ideating to develop ideas for creative solutions
  • Prototyping to start developing solutions
  • Testing the solutions

Why Should Businesses Adopt Design Thinking?

The modern business landscape can be harsh and difficult to navigate. If companies can’t keep up, they won’t be able to adapt to the present state of affairs, let alone what the future holds.

Including design thinking in your corporate training can help you overcome these obstacles. Here are some of the reasons that make design thinking one of the best business training solutions:

It Helps You Make Plans

There are many distractions in today’s technology-driven world. Business leaders have to stay on top of changes and lead their company in the right direction. This is where design thinking can be immensely helpful.

It helps you visualize any aspect clearly and create a roadmap for the future. For instance, a visualized goal can give you an edge over your competition. In light of the constantly evolving business environment, having a well-thought-out objective at any moment in time can be crucial.

Team Innovation and Collaboration

A large part of design thinking concerns interactions, brainstorming, and eliciting contributions from all team members. This makes for an excellent method to obtain inputs and develop new ideas for products or services together. It promotes collaboration with the customer at its centre. In this fashion, you can use design thinking to align your employees with a common goal.

Problem Identification

Design thinking won’t build your products or services directly. What it does is offering solutions to real-life problems.

It requires posing relevant questions and identifying problems of paramount importance to your customers. For example, holding brainstorming sessions, as design thinking often calls for, can result in greater contribution from all and faster problem identification.

Creative Solutions

Many businesses fail to live up to their potential when all they do is making incremental improvements to their existing services and products. While the practice is perfectly acceptable and may well be good enough for survival, it can also leave your business vulnerable to outside disruptions.

Conversely, design thinking challenges the status quo by fostering creativity and enabling innovative ideas to surface. You can test those ideas later and determine if your customers would be happy with the end product. In doing so, the test results can provide you with a greater upside.

Learning at a Fast Pace

Design thinking assembles in a single room people from various departments for generating as many ideas as possible. This allows for quick testing of ideas in a prototype environment, after which you can pursue ideas that have traction and do away with the unpromising ones. The outcome is faster learning and problem-solving.

Clarity During Meetings

While full of useful insights, business meetings can also be a huge waste of time. You may discuss many things, but this doesn’t guarantee that your team will understand your company’s goals.

On the other hand, design thinking can lay out your expectations and get the team on the same page. With your employees in synergy, you can then develop a clear plan everyone will be able to follow easily.

How Do You Implement Design Thinking

Design thinking consists of a range of principles. Coming up is a summary of what you should do to encourage design thinking:

  • Find a way to add quality to your product or service by learning from seasoned practitioners.
  • Conduct experiments to boost your team’s creative confidence. The goal is to let them take risks in safe environments.
  • Start coaching and facilitating creativity, collaboration, and co-creation.
  • Focus on the customer experience.
  • Help your team develop thought-provoking insights, redefine problems, and produce ideas according to your research.
  • Encourage many different perspectives and check your assumptions.

In implementing this process, there are four crucial factors that will determine your success:

  • Leadership – It’s up to you as the leader to connect design thinking activities to strategic goals. Offer resources, direction, and commitment.
  • People – Encourage your team to take the initiative during changes through lighthouse projects. Develop a design thinking environment that shares best practices.
  • Process – Adapt the general design thinking process to suit your company’s goals.
  • Environment – Set up collaborative workspaces for your employees. Use them to innovate with partners and customers.

Make Your Business Thrive

As you can see, design thinking can help polish your business operations in many ways. Primarily, it enables you to define crucial problems and develop apt solutions to those problems, increasing your chances for success.

Best of all, you don’t have to take on this process on your own. Reach out to Learnsure and you’ll receive optimized learning solutions for your company. We can help your team embrace design thinking and be ready for future innovations.

Don’t settle for average performance. Choose your Learnsure solution and we’ll help your company blossom!

Innovative Learning for the digital age.

Innovative thinking for the digital age

One of the most important investments that any business owner can make is in the employees. This doesn’t only refer to the basics such as salaries and benefits. There are more significant details for making your employees feel appreciated and nurtured.

To be successful, a company needs to provide its employees with the knowledge and tools necessary to become skillful contributors. The staff must also be incentivized to use their skills properly.

Over the years, corporations have become aware of the importance of employee training and skill development to their success. More and more companies are starting to invest in Chief Learning Officers well-versed in training people to thrive in the corporate environment.

These executives are experts in innovative learning strategies, which should be the focal point of any business in this digital age. By adopting innovative learning, companies can enhance business operations and maximize the chances of success.

Such a holistic approach has proven effective for all organizations. Every company should foster employee development with consistent educational tactics, whether self-driven or structured. But how exactly can a business encourage the staff to be more innovative and creative?

In this article, we’ll provide you with three main tactics you can use to develop innovative learning: design thinking, behaviorism, and experiential learning.

Design Thinking

Design thinking is a process of identifying different solutions and strategies that may not be readily visible. In the main, design thinking attempts to understand customers, challenges assumptions, and redefines problems.

At the center of this process lies an interest to understand your target customers. It enables you to observe them and empathize with them.

The process can also help you question many problems, assumptions, and the implications of business decisions. As such, design thinking is an effective strategy for addressing vague or unknown issues. It allows you to redefine them in ways that are learner-centered. It encourages you to organize brainstorming sessions and take a direct testing approach.

Design Thinking Stages

You can find multiple implementations of design thinking, which can contain anywhere from three to seven stages. Nonetheless, the process is very similar in that the stages epitomize the same principles.

To give you a brief depiction of how design thinking works, we’ll mention what the process includes in its five-stage form:

  • Empathize – Learning about the audience for which you’re designing
  • Define – Developing personas based on demographics, goals, and objectives
  • Ideate – Brainstorming ideas while suspending judgment and encouraging creativity
  • Prototype – Creating sketches or building 3D models
  • Test – Learning what works and what doesn’t

Bear in mind that the sequence isn’t inviolable. You shouldn’t consider this process as a hierarchy of the five steps. Instead, it’s just an overview of the actions contributing to innovative thinking and business projects.

What’s the Value of Design Thinking to Businesses?

Nowadays, businesses face countless challenges, from budgetary concerns to technological adoption. It’s no secret that companies have to go through frequent project failures. According to an IEEE Spectrum report, some of the most common reasons a project fails include:

  • Stakeholder politics
  • Poor customer and developer communication
  • Ill-defined requirements

Design thinking can help you overcome these obstacles in several ways. For instance, if your business has trouble retaining customers, design thinking can direct your staff to reexamine their efforts and develop new retention ideas and techniques. They’re also encouraged to collaborate with people of different viewpoints. This can lead to strategic innovation and the solving of major problems.

In your meetings, make sure to elicit as much participation as possible. According to Lawton Ursrey, now Chief Product Officer at UserIQ, getting ideas from everyone is paramount. It’s worth prolonging your sessions to hear your team members’ suggestions on numerous issues.

Since design thinking promotes the testing of ideas, it can lead to valuable feedback in the early stages. This is conducive to early breakthroughs and more efficient business practices. When inputs are received early, you may be able to avoid spending money on worthless solutions.

Additionally, design thinking can be a way out of many stressful and challenging situations. It can remind your team members that solutions are available. All you need is to focus your efforts on finding them. This strategy can foster an encouraging environment in your business.


Applying behavioural psychology in the workplace can improve your business. To explain, we’ll go through B. F. Skinner’s reinforcement theory.

Unlike others, reinforced behaviours tend to be adopted. The gist of the theory is that you can condition people’s actions. This has direct implications for workplace training and development.

The main thing is to coach your team properly and provide appropriate reinforcement. You’ll help them develop preferred forms of behavior and dissuade the detrimental. In this regard, positive reinforcement is much more preferable to negative.

Positive reinforcement rewards desirable behaviors. If you want to promote any approved behavior, you’ll want to make sure to recognize or reward the team member who exhibits that behavior.

Doing this periodically is the best way to go. There’s no reason to condition your staff to always expect a reward for a job well done.

Additionally, the rewards should have inherent value for the staff. It can be a unique congratulatory note, an outing, or a dinner at their favorite restaurant.

This means that you should find out about your team member’s preferences beforehand, which you can accomplish with a survey. If you use the same reward for all, it can be tantamount to not recognizing an employee altogether if they don’t care for the reward.

Experiential Learning

Now we get to the final part of effective corporate training, which is experiential learning. As the name implies, this is learning through one’s experience, such as workplace exercises.

Some of the most common examples include group activities that focus on problem-solving (could be company-specific), job rotation, adventure learning, and shadowing programs.

With today’s cutting-edge technology, you can even set up e-learning and virtual simulations. Along with other methods, you can organize direct practice in controlled environments. Your team members can apply what they’ve learned in real business situations.

According to a study conducted by ATD (Association for Talent Development) and the Institute for Corporate Productivity, top companies regularly invest in experiential learning initiatives. On top of that, high-performing companies organize experiential leadership activities created by in-house or outsourced instructional designers.

Best of all, this can be emulated at other companies, including yours. Make use of experiential learning if you want your company to blossom. Still not convinced?

Find out more about the intricacies of experiential learning:

Closely Resembles Reality

Experiential learning isn’t a straightforward activity, nor is it a 100% accurate depiction of real-life situations. The reason why it’s useful is that it falls right in the middle of these two extremes.

When you set up an experiential learning activity, participants have to solve real problems. These are problems designed to imitate workplace challenges and require participants to apply the skills that they use daily. This bridges the gap between practice and theory.

Unlike simulations, experiential learning exercises don’t replicate reality. Rather, they serve as themed scenarios and metaphors for the problems that workers face in their everyday work lives. They might not recognize the similarities at first, but they will soon understand the importance of the exercises and how to apply what’s learned.

Triggers Predictable Learning

Experiential learning isn’t accidental learning. The goal may be to teach the significance of planning or another practice, such as conducting a productive meeting. No matter the objective, the exercises instil a set of values in team members.

In other words, you don’t just initiate an experiential learning activity and wait to see the outcome. Instead, you design the exercise beforehand and incorporate all the principles you’d want your team members to adopt. And if these principles are relevant in the real world, your teams’ approach to the game will imitate what they need to succeed in the workplace.

Thanks to the predictable outcomes, you can be confident that your employees will come away with improved skills and knowledge.

Team Members Have to Be Involved

One of the most useful characteristics of experiential learning is its immersive nature. Staff members are engaged and encouraged to use a critical approach. This deep involvement allows them to retain new concepts much better. Furthermore, this evokes a greater desire to improve, both during learning and at work.

Innovation Is Key

If your team members are underperforming or not living up to their potential, your company needs change. Otherwise, you may fail to catch up to businesses that are already using modern workplace learning techniques.

The most important step is to adopt the three practices we mentioned above. They’ll help the entire staff focus on their work by practicing in a controlled environment and thinking about problems critically.

However, implementing these strategies can be challenging. Luckily, you can always turn to Learnsure for first-class workplace training solutions. We’ll share all our expertise to get your employees honing their skills and embracing how other high-performance businesses work.

Contact us now and don’t miss out on our innovative, sure-fire techniques.