Confucius
The idea of learning through experience dates back as far as (if not further than) the ancient words of Confucius and is the foundation of the centuries-old formal apprenticeship model. This simple model of experiential learning is based on picking up knowledge and skills by having a go. In essence, it is about:
- Learning through doing
- Mastery through practice
“I hear and I forget, I see and I remember, I do and understand.”
—Confucius
Learning through doing is not limited to learning a trade. Research by the Center for Creative Leadership suggests that up to 70% of leadership development occurs through on-the-job experiences. A simple, powerful and inexpensive way to develop people in your organisation is simply to broaden their on-the-job experiences. However, not all experiences are equally developmental. Development is most likely to occur when the experience:
- Places the learner into situations they are not familiar with, such as working in different departments, with new people and where they experience new perspectives on the organisation.
- Requires people to step up and take responsibility for influencing others and achieving success when there is a real possibility of failure that will be noticed by people who count.
- Involves additional pressures such as tight deadlines, apparent paradoxes, internal politics, high levels of ambiguity, a lack of credibility and limited resources.
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