We’ve all heard it before – “we’re trying to bring a more experiential approach to our day-to-day work.” Or, “at our organization, we want our workforce to learn experientially.” Perhaps it sounded like, “This experiential learning retreat we went on was amazing!” Or even, “My goodness, have you seen Brenda lately? Yeah, I heard she’s on that new experiential diet…” (Okay, maybe not the last one)
Experiential learning–or the process of learning through combined practice and reflection–explains the process of how, as human beings, we infer significance of the things that happen to, around, and inside of us. Experiential learning is an informal process that happens more or less all the time and at individual level. The Experiential Learning Cycle, first coined by David Kolb in 1984, is typically composed of four stages: act, reflect, conceptualize, and apply. I find the phrases framing, experience, reflection and application to be intuitive and helps to visualize a learning process that looks like: 1) “Here is what’s about to happen…” (framing), 2) the thing happens (experience), 3) “let’s talk about what just happened…” (reflection), and 4) “Why is what happened significant for you and for us?”
It can be easy to confine learning to the four walls of a classroom, but it’s critical to remember that regardless of your age, humans are constantly gaining insights from what happens in daily life. Experiential learning is not just about hands-on activities or learning through trial and error. It is a structured process that emphasizes reflection, application, and continuous growth. It is a mindset shift that cultivates adaptability, problem-solving, and collaboration. If experiential learning is such a critical and natural part of how we grow and change, what role does it play in our teams and organizations, where we’re working towards common goals and a shared mission? How do we embrace the sticky, and sometimes difficult, process of learning when the stakes are so high?
Beyond the Training Department
For just a moment, I invite you to think about what assumptions exist about what training looks like in a workplace setting.
You got it? You might be thinking of standardized training sessions, onboarding presentations, or professional development workshops. These approaches are incredibly important, and often rely on the experiential learning cycle in order to ensure understanding of key information. Yes, it’s critical for you to take that annual fire safety training test, and to have your fire exits memorized at work and at home. There are many times that memorization is key – and none of us want to end up with a Dwight Schrute fire drill situation. However, these training approaches often focus on delivering information rather than ensuring it is deeply understood and applied.
Experiential learning in the workplace flips this model. Instead of passively absorbing information, employees engage in relevant, hands-on experiences that require critical thinking and collaboration, and then follow that process with in-depth reflection. As the graphic above states, “Experiential learning is about providing spaces to play–surrounded by context and support–bridging the gap between formal but abstract training and the realities of our everyday lives, helping us make sense of things.” This could take the form of:
- Project- or Problem-based learning: Employees identify a complex problem in the workplace and work through the process of problem-solving and applying new skills in real-time.
- Role-playing scenarios: Teams practice how to handle disgruntled clients, approach conflict resolution with a colleague, or crisis management in a controlled setting.
- Job rotations and cross-training: Employees build adaptability by stepping into different roles, gaining perspective from the daily experiences of peers.
- Mentorship and peer learning: Learning happens through guided experiences and shared insights rather than top-down, or “sage on the stage,” instruction.
These approaches do more than just transfer knowledge – they build confidence, adaptability, and deeper engagement with work.
In a workplace setting, this cycle plays out constantly—whether an employee is navigating a difficult conversation, implementing a new process, or learning from a failed initiative. The key is fostering a culture where reflection and application are prioritized, rather than simply moving from task to task.
Learning Through Experience vs. Experiential Learning
It is important to distinguish between learning that simply happens through experience and intentional experiential learning. Learning happens all the time in the workplace—we make mistakes, solve problems, and improve their skills over time. However, without intentional reflection and application, these experiences may not lead to meaningful, purposeful growth.
For example, think about an employee who struggles with public speaking. If you just throw this person into multiple speaking engagements without structured support, they may develop coping mechanisms over time, but not necessarily grow in their confidence or competence as a speaker. However, if they were able to receive feedback, engage in guided reflection, and experiment with different strategies, they may develop not just skill, but self-awareness and adaptability.
Fostering experiential learning in the workplace requires more than isolated learning experiences – it requires a critical lens shift. Organizations can encourage experiential learning by:
- Normalizing reflection: Encouraging employees to ask, “What worked? What didn’t? What might I do differently next time?”
- Creating psychological safety: Ensuring employees feel safe to take risks, experiment, and learn from mistakes.
- Providing opportunities for real-world problem-solving: Allowing employees to tackle challenges that stretch their abilities in meaningful ways.
- Encouraging cross-functional collaboration: Promoting learning through exposure to different teams, perspectives, and responsibilities.
- Learning by Teaching…
One of the simplest and most effective ways we can use experiential learning to boost learning retention in the workplace is to embrace a learning by teaching model. Some research points to retention as high as 90% through this approach! As I write this blog post, I’m learning by teaching. Want to lock in a new skill? Go teach someone else.
But what about when things get tough?
It can be so scary to make a mistake at work. Sometimes those mistakes are really big and have major impacts that require accountability. Even as much as I think about experiential learning, I still find myself thinking, “What’s going to happen if I mess up? Will I still have a job? Will I tarnish my reputation? Am I a bad person because I made that mistake?”
That inner voice is a real pain sometimes. As an organization that utilizes the trauma-informed Sanctuary Model, I have had my mistakes celebrated on more than one occasion. Yes, it feels counter-intuitive, and yes, I still get scared from time to time! Normalizing that things go wrong or go differently than we expect, can allow us to let go of unrealistic expectations and standards. Can you imagine a workplace where everyone celebrated experimentation? Can you imagine your supervisor telling you they’re proud of you for making a mistake and learning from it? That’s what it looks like to be an experiential leader, and is the type of supervisor I aspire to be.
Why It Matters
Our work environments are constantly changing. We’re required to learn, adapt, and grow at quicker paces and to greater depths than ever before. Experiential learning equips employees with the mindset and skills needed to navigate uncertainty, collaborate effectively, and drive creative approaches to work.
Workplaces that embrace experiential learning see higher engagement, stronger leadership development, and more resilient teams. When learning is embedded in the culture, employees become more than just doers—they become problem-solvers, innovators, and leaders.
Experiential learning in the workplace is more than just your average on-the-job experience – it is an intentional, reflective, and iterative process that fosters true growth. So, the next time you face a challenge at work, block off some time, and ask yourself questions like:
- What did I notice?
- Why did that happen?
- Does this happen elsewhere?
- Why does it happen? And how can I use this learning moving forward?
Experiential learning isn’t confined to the classroom or the annual outdoor team building. It is woven into the fabric of everyday work, shaping how we grow, adapt, and thrive.
