Experiential Learning ~ Part 2

The vast majority of teaching and training in education and work continues to be conventional, narrow and highly prescribed - not experiential. Teaching and training is oriented virtually exclusively to meet external needs, not people's individual needs and potential. This is largely because in education and work, commonly the needs of the organizations (whether educational government department or employing organization) are put before the needs of the individual. To a certain extent experiential learning is counter-intuitive, which fools a lot of supposedly clever people. Administrators and business leaders tend to choose the quickest fix, the shortest path from A to B. "if someone does not possess the skills or knowledge, then give it to them" they say and try to do. Simple, but not so. this ignores the human and emotional aspects altogether. People are not machines which can be programmed or filled with new skills or knowledge. People learn and develop in different ways and different directions, if they can be given the chance. One size does not fit all.

In Indonesia, we also seem to have some paternalistic culture problems which influence the way that organisations, business, education and government operate.People in authority tend to think they know best what everyone else needs and this arrogance - combined with obsession for cost savings, measurement and control, and inability to trust others to do a decent job - all tend to create and sustain highly prescriptive organisation-centred and 'sausage-machine' methods for teaching and training people. In work and in mainstream education the 'whole-life' needs of people are efectively ignored. No wonder society is "broken" and so many people are unhappy. Properly organized and facilitated experiential learning, along with other similar approaches to developing people as individuals, can help enormously in attaining a much more useful balance in the ways we teach, train, develop and attempt to give to people the skills and emotional well-being we all need for a happy productive life.


Training is your investment in people development and retention

As your business evolves and grows, your employees need to keep pace with new developments. Evaluating whether your business needs training or not is the first step. Once you have identified gaps in the skills your employeesneed and those they currently have, you will be in a better position to decide what type of training is needed and who in your organization needs it. Training can provide tremendous advantages for your business. You can improve customer service and employee productivity, motivate your staff and keep your operation current. Remember to analyze your needs at the outset and choose the right type of training for your requirements.

How does employee training benefit your company? what difference does it make? can it really make you more competitive? Yes, it can. For one, an employee training program improves your ability to adapt to changes in the market place. Because your staff is learning and working efficiently you can shift to new ideas more quickly. Training also ensures you have quality people on hand when you expand. Because employees know what to do, they can grow your business. Besides that, training builds a motivated and committed team thats loyal to your company. It also creates a pool of qualified replacements for your employees who leave. Ongoing training helps you fill voids with good people. Lastly, training is just fair to your customers, whom you depend on for your livelihood. Skilled employees will impress customers to come back. Together, these reasons boost your competitive edge, as your provide training for your employees.


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