Experiential Learning for Managers

Experiential Learning for Managers

Leadership and management abilities are imperative device for helpful control as well as management of prosperous companies and group tasks. These abilities need the administrators to have critical reasoning, improved interaction talents and alertness. Nevertheless, the attainment of these abilities can either be natural or via the delivery of education as well as in-built learning. As a result companies have to describe their personal duties, their conscience as well as their planning of workers. Accomplishment of these aims meet an essential part in the growth of any guidance portfolio and hence an obligation.

Debates have been witnessed and developed across the educational as well as career field that support for the utilization of experience as the ideal way of attaining management and leadership abilities. These debates have joined together a number of methods and proofs that depict that experience works as one of the best techniques for learning excellent management as well as guidance abilities. There are several arguments advocating and contesting this assertion and differ as well as use a number of samples, concepts as well as logistic, which excellently try to verify their assertion. As a result, this paper will concentrate on the analysis of all these debates as well as articulate an effective verdict that echoes a logical as well as unprejudiced viewpoint that alludes on clear fact and verifications offered, instead of simple suggestions lacking any enlightenment, expertise or legitimate weight.

Experiential learning is imperatively getting educated utilizing experience as the core learning device that leads your know-how as well as skill attainment (Sharlanova 2004, 36). It engages altering an individual’s viewpoint as well as conducts founded on past or future events that describe one’s goals as well as aims. There are many ways that an individual can utilize to obtain proficiency and learn helpful content that is relevant to an individual’s goals, via time and struggle have to be considered when adjusting to this kind of skill attainment and knowledge.

In line with a celebrated academician, Kolb, learning from experiences ought to take a 4-step strategy that demands devotion and is repetitive (Smith 2001). These steps are concrete experience, reflective observation, active experimentation as well as abstract conceptualization. The concrete experience is when a person becomes more keenly engaged in a deed that they try to enhance. Reflective observation engages a person contemplating on their performance by evaluating their triumphs as well as mistakes when undertaking certain activities. Abstract conceptualization engages one articulating fresh ways that would make sure that mistakes are not reiterated, whereas triumphs are repeated or their methods of enactment enhanced upon.

Active experimentation is the last phase of experience learning whereby one makes use of all their earlier acquired abilities as well as proficiency to recreate the activities. This final phase is essential as it forms a foundation for evaluating one’s ability to do definitive tasks fruitfully, whereas focusing on performance on earlier trials on similar chore (Smith 2001). To accomplish good outcomes, these steps have to be repetitive to make sure that one masters the art of undertaking a number of chores fruitfully and with lesser control. Experience learning utilizes personal, social as well as environmental facets for the attainment of the pertinent know-how and skills.

The direct association and experimentation with diverse methodologies as well as strategies lead to individual taming their abilities, talents as well as skills. This eventually leads to the formation of an improved administrator whose skills as well as know-how are obtained from their exposures looking at diverse ideas and tactics. For that reason, it is important that the administrator fails to associate their exposures as the vital device that describes their style of administration as experiential learning is not easy to embrace as the sole policy making tool for their bosses. This is due to the fact that the world is lively and varies serially leading to diverse events as well as happenings that need diverse tactics to solve them.

For that reason, experience learning for supervisors ought to not simply rotate around getting education as well as new abilities, but ought to rather concentrate on getting a comprehensive viewpoint of events, and a complicated method or tactic of handling them (Sharlanova 2004, 39). This imperative viewpoint has been named as one of the core merits of experience learning as bosses easily adjust to numerous situations that they may encounter in the course of the completion of their chores. On top of this, the making of tactics rather than simply getting education as well as skills via exposure make sure that the administrators exercise and refine their administration tactics devoid of constantly having to evaluate their undertakings.

During the learning procedure, there are a number of ways that diverse people face their encounters. This is due to the fact that an encounter is normally unexpected and a constant procedure that takes place over an unknown duration (Knobloch 2003, 31). As a result, learners have to be capable of differentiating their views and thinking for their apparent responses to diverse circumstances. Nevertheless, thoughts, know-how and viewpoints are all connected as they are made via one’s life expeditions that is channeled by their beliefs as well as individuality. This denotes that exposure is not easy to learn and as result, work in varied circumstances.   It is as well needs extra critical thinking as well as self-evaluation abilities that need endurance and dedication of the person.

Four core ways that people get or learn from experience are known. This include intuitive tactic, which can be as well looked at as a natural kind of experiential learning. This is a kind of learning where one learns automatically and occasionally is not able to figure out how they obtained certain thoughts or mannerisms, which is why this strategy is a times looked as a natural procedure (Hansen 2000, 27). The other technique of experience learning is the prospective tactic whereby one ascertains future goals and aims and hones his up-to-date behaviors, skills and education to fit the requirements of his future endeavors. For instance, a low-level work could start fine-tuning his or her leadership abilities to meet his future ambition of turning into a manager.

The third technique of experience learning is the incidental tactic which incorporates one acquiring the exposure unplanned. The learning procedure for this persons’ circumstance follows an informal strategy where the person acts on a situation, then thinks on his or her actions (triumphs or weakness) the moment the occasion has passed. This is seen as one of the finest ways for experience learning as it hands-on experience style. The last technique for experience learning is the retrospective approach, which is a bit comparable to the incidental tactic. Nevertheless, in this strategy, the person is incessantly leaning and uses reflection as his or her finest learning device. This clarifies that the person evaluates him/herself on a recurrent manner and concentrates on both his routine or rare chores. This clarifies that one has an integral ability to fathom himself or herself, which will lead to improved enactment of his or her deeds founded on an evaluation of his or her triumphs or failures.

On the other hand, despite all the tactics, approaches, and merits of experience learning, this kind of learning has its disadvantage (Nilsson 2012, 115). Experience learning incorporates a lot of effort as well as devotion for one to get the necessary know-how and abilities. This normally takes a prolonged duration that could a times go on for a number of years or forever. This clarifies that people have to depend on their inner drive to deliver them from their illogical knowledge to a vastly experienced as well as helpful manager. This makes it hard for the people to know their levels of their capabilities as the range of time for the attainment of relevant know-how fails to have a perfect timeline.

The experience acquired is normally essential for the person implementing his or her responsibilities. Nevertheless, in certain cases, it may turn out to be unsuitable as the person could encounter certain circumstances that they had not go through earlier. This will control their range, capability and knowledge to handle the circumstance. As a result, this may cause manager that are unproductive, illiterate and holding lesser discretionary or managerial abilities. This would improve poor organizational structures as well as productivity that would destructively impact the individual’s ability to lead or go on with their profession.

In contrast, the use of these kind of learning together with experience learning could be termed as a more helpful technique. For example, educating personnel as well as providing them with essential abilities as well as know-how to turn into managers is an easier as well a swift technique for attaining as well as making better managers (David and Claudia 2012, 195). This tactic has a broader scope of reach as the expertise placed on the people is obtained from diverse sources, and also earlier encounters by other intelligent leaders. As a result, utilization of experience learning is helpful as it permits people to learn as well as recall skills and knowledge, with the exception that this know-how and abilities obtained are restricted as well as prejudiced.

Dependence on experience learning as well leads to the people being more puzzled on which techniques to utilize for diverse circumstances. This is due to the fact that there are a number of departments and corporate models that are in use these days. As a result, the moment an ‘experienced learner manager’ goes through diverse theory than what they are well-versed with, they could get more confused as to the suitable method to utilize as their administrative styles. This clarifies that the leaders have become restricted to being helpful in a certain area of business concept which will control their capability to improve their careers or take part more on other chores outside their scope of educational or skill abilities (Yasar 2002, 326). On top of this, the experienced leaders would at last turn into machines that are utilized for certain chores in the attainment of their chores. This circumstance can be shunned by indulging the leaders to diverse situations at early to build a vibrant as well as detailed way of undertaking their administration responsibilities and routines.


Management is a complex procedure that depends on diverse tactics to make sure that actual performance of set routines and duties. One of the tactics utilized to grow helpful leaders is the application of experience learning. These are many debates that back and criticize this style of learning for directors. Nevertheless, based on logical viewpoint of the information and relevant samples of the advantages against disadvantages of experience learning, the assumption can be made that experience learning is a helpful as well as valuable kind of method for leaders to learn applicable skills.


David, B. and Claudia, K., 2012, Experiential learning and management education, Journal of Management Development, 31 (3), 193–197.

Hansen, R. E., 2000, The role of experience learning: Giving meaning and authenticity to the learning process, Journal of Technology Education, 11(2), 23-32.

Knobloch, N. A. 2003, Is experiential learning authentic? Journal of Agricultural Education,

44(4), 22-34.

Sharlanova, V., 2004, Experiential learning, Trakia journal of sciences, 2 (4), 36-39.

Nilsson, K., 2012, Learning leadership through practice – healthcare managers’ experience, Leadership in Health Services, 25 (2), 106–122.

Smith, M. K., 2001, David A. Kolb on experiential learning, the encyclopedia of informal Education. Retrieved from http://infed.org/mobi/david-a-kolb-on-experiential-learning/

Yasar, F. J., 2002, Knowledge management: learning for organizational experience, Managerial Auditing Journal, 17 (6), 322–328.