5 ways of embedding applied learning in L&D program

What is the meaning of applied learning in L&D?

Applied learning is an active and collaborative process in which learners apply knowledge and skills gained from theory, hands-on experience, and authentic learning opportunities. Applied learning offers knowledge retention with a dual emphasis on practice and theory connected to broad professional fields. Applied learning aims to enable learners to understand fundamental theories and concepts, develop their beginners’ skill set, career-related competencies and generic skills.

The theory behind it

Learning by doing. This is the basis for the applied learning theory. This comes somewhat from the experiential learning theory. David Kolb published this theory in 1984. The experiential learning theory has four stages—concrete learning, reflective observation, abstract conceptualization, and active experimentation. Kolb suggests that effective learning is seen as the learner goes through the entire cycle, and that they can even enter into the cycle at any time. These preferences can be shaped by multiple factors, such as genetics, education, environment, etc.  Kolb’s theory defines experiential learning as a four-stage process:

1. Concrete learning is when a learner receives a new experience, or interprets a past experience with a newer knowledge
2. then comes reflective observation where the learner reflects on their experience. They use the lens of their prior experience and reflect on what this experience means to them
3. Abstract conceptualization occurs as the learner forms new ideas or adjusts their thoughts based on their gained experience and their reflection about it
4. Active experimentation happens when the learner applies the new ideas to the world around them, to see if there are any changes to be made. This process can happen over a short period of time, or over a long span of time.

However, what differentiates applied learning from experiential learning, project-based learning and other forms of active learning are the critical reflections on the evidence-based analysis of the sources of and knowledge gaps in knowledge and practice. Applied learning offers authentic employee engagement by integrating,

1. Visual thinking (the way people see and personalize information)
2. Meaningful conversation (how individuals connect with one another at a deep level and develop a shared willingness to adopt change)
3. Experiential process (a guided path to ensuring that desired results are achieved on a consistent basis)

This process stimulates the continual desire for growth and improvement through the implementation of assessment as learning which also enables the learner to reinvigorate their learner’s mindset.

To learn more about how Kolb’s learning cycle and learning theories can be applied to eLearning environments, read our blog on Kolb’s Learning Cycle and Learning Styles.

How can you embed applied learning in your L&D programs?

According to a study conducted by the Association for Talent Development (ATD), companies that embrace hands-on learning and development opportunities are 92% more likely to see improvement in their employee performance. Here are a few ways to incorporate applied learning in your L&D program:

Let’s discuss this in detail.

1 – Case study

The only way learning and development sessions can be really beneficial to the employees and for you is when the respective trained employees are able to apply and implement at their workplace situations what they learned in the training programs. Case study is a method of discussing descriptive situations with the goal of stimulating the learners to think and make decisions to successfully accomplish similar situations, apply and develop new ideas to it, manage or improve the techniques, and solve problems at the end of the day. This method takes on a practical approach. It includes studies in training sessions as they are based on real-life circumstances, can be related to the learners’ areas of responsibilities, thus allowing them to use the respective new concepts and best practices learned.

2 – Gamification

Gamification uses gaming principles and critical elements to meet the required learning objectives. Gamification techniques leverage people’s basic desires for interaction, learning, mastery, competition, achievement, rank, self-expression, altruism, or closure. Gamification uses rewards for players who accomplish desired tasks or competitions to engage players. Making the achievements for accomplishing tasks visible to other players or providing leaderboards encourages players to compete. Gamification in learning uses the following elements:

1. Challenges
2. Levels
3. Instant feedback
4. Scores
5. Points and badges
6. Storytelling
7. Leaderboards
8. Competition
9. Collaboration
10. 2D/3D Avatar

You can blend all these game elements with complex workplace training scenarios and create immersive and interactive gamified training environments.

Want to learn more? Read out our blog on The Importance of Gamification in Education Technology.

3 – Roleplay/Simulation

Applied learning strategies such as role play and simulations allow learners to take on different personas and interact within diverse learning settings. With role-play, learners can take different avatars and act out scenarios, generally without any scripts. These spontaneous scenarios can be situated in safe environment. Learners can use their critical thinking skills to further get “into” their roles. Based on the context and setup, role play can be short or long.

A simulation is just another version of role play, but designed in a more structured way. In simulations, scenarios are much more complex and detailed. Also, learners may assume other avatars, or play themselves here as well. There might be more formal “game rules” to navigate. Both role-play and simulations contribute to a learner’s learning as they are able to consider different perspectives within a challenging yet safe environment. therefore you are able to cover more complex course topics in a way that moves learners from passive to applied learners as they attempt to problem-solve within these next contexts.

Want to learn more about simulation-based learning? Click here!

4 – Mentorship programs

This involves work experience under the supervision of an experienced registered or licensed professional in any field that needs practice-based work experience for professional certification. Workplace mentorship programs support applied learning by bringing together employees at different stages in their careers to swap internal knowledge and discuss case studies.

This can inspire others to perform better work or develop particular skills. Mentors can showcase success stories within your organization to inspire your employees and demonstrate how others have successfully navigated similar development paths before. They inspire healthy competition in the workplace. Those who work with them notice how well they perform, and it may inspire them to produce work on the same level or above their level. This atmosphere motivates everyone to place extra effort into their work and achieve new goals.

Read our blog on 7 Things To Keep In Mind While Creating Online Learning For Adults to learn more!

5 – Job rotation

Job rotation is an organizational strategy where employees rotate through different positions within the same organization. Employees take on new tasks at different jobs for a period of time before rotating back to their original positions. While job rotation doesn’t necessarily equate to promotions—though they may occur—it usually involves lateral moves from one job to another. Employees enhance their skill sets and experience by embracing new tasks through this system. This offers employees opportunity to immediately apply knowledge – this helps them retain the information better.

Do you like to add anything? Comment us below!

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Frequently Asked Questions (FAQs)

What is the meaning of applied learning in L&D?

Applied learning is an active and collaborative process in which learners apply knowledge and skills gained from theory, hands-on experience, and authentic learning opportunities.

Why do you need applied learning?

Applied learning aims to enable learners to understand fundamental theories and concepts, develop their beginners’ skill set, career-related competencies and generic skills.

What are the 4 stages of Kolb’s learning process?

The 4 stages of Kolb’s learning process are concrete experience, reflective observation, abstract conceptualization, and active experimentation.