Experiential Learning Programs

🎓 Can we revolutionize university education by borrowing a strategy from medicine?🎓 In healthcare, teaching hospitals have long been the gold standard for preparing future doctors—immersing them in real-world scenarios under the guidance of experienced professionals. Imagine applying that same model across other disciplines. This is exactly what the Space Flight Laboratory (SFL) at the University of Toronto has done, and the results speak for themselves. Since 1998, SFL has adopted a "teaching hospital" approach to educate its graduate students in spacecraft engineering, blending formal instruction, cutting-edge research, and hands-on, real-world practice. Students don't just learn theories—they apply them in mission-critical environments, working on actual satellite projects for paying customers. The outcome? Graduates who are not only skilled but also seasoned in the complexities of their field, ready to tackle challenges with confidence and creativity. Why stop at aerospace engineering? Entrepreneurial pedagogies have similarly embraced hands-on, real-world learning, pushing students to solve complex problems with innovative thinking. Like the teaching hospital model, entrepreneurial education thrives on bridging the gap between theory and practice, ensuring students are not just academically proficient but also professionally ready. Universities often keep real-world practice at arm's length, relegating it to internships and co-op programs. But as the demands of society grow more complex, it's time to rethink this approach. Imagine what could happen if we integrated these immersive learning models into disciplines beyond medicine and engineering—fields like business, environmental science, and the humanities. We could cultivate a new generation of graduates with the critical thinking skills and practical experience necessary to make immediate, impactful contributions to their fields. It's time to challenge the status quo and advocate for wider adoption of teaching hospital and entrepreneurial models across university disciplines. The future of education and society may depend on it. #EducationInnovation #TeachingHospitalModel #ExperientialLearning #EntrepreneurshipEducation #HigherEd #FutureOfEducation #InnovationInEducation #Universities

Not all soft skills training is created equal. A few months ago, I was working with a group of managers from a large manufacturing company. They had been through plenty of training programs before- the kind where you take notes and then go right back to doing things the old way. When I walked into the room, I could see it in their faces: Let’s see if this is any different. So instead of starting with slides or theory, I took them straight into a live simulation: - A crisis scenario that could actually happen in their business. - Conflicting priorities, tough personalities, and limited time to decide. - Every move they made in real time had visible consequences. To begin with, I saw a lot of resistance in experimentation, voices which were not too loud and over powering were ignored leading to loss of critical information- the room was tense. People hesitated. Some stuck to their usual patterns. But as it got deeper, they started communicating much more effectively, this led to them collaborating, noticing blind spots, and eventually testing new ways to lead. By the end, they weren’t asking- Will this work? They said that they wanted to cascade it to their teams. Weeks later, I got an email from one of the managers. He told me he used the exact process from our simulation to navigate a real customer crisis and not only avoided a major fallout, but actually strengthened the client relationship through this crisis. That’s the difference between training that’s forgotten by the time you’re back at your desk, and training that rewires how you think, act, and lead. The secret? Immersion. When participants practice real scenarios, solve actual challenges, and see the impact of their decisions in the room, learning sticks. Priya Arora #immersivelearning #trainingdesign #employeeengagement #learningthatsticks #corporatelearning #leadershipdevelopment #upskilling #skillbuilding #workplacetraining #experientiallearning #Learningdeisgn #corporatetrainer #softskillstrainer #simulation #experintialtraining

Over the last few years, I have noticed a clear shift. More organizations are asking for experiential learning. They may call it team building, simulations, outbound learning, or activity-led sessions. Different names, same intent. People are no longer satisfied with being told what good leadership, collaboration, or decision-making looks like. They want to experience it. At its core, experiential learning is about creating a space where people learn by doing and by observing themselves while doing it. In a simulation, people do not perform for an audience. They show up exactly as they do at work. How they respond to pressure. What they do when time is running out. How they behave when resources are limited. How they influence others when authority is unclear. These moments stay with them because they are personal. When someone later says, “That is exactly how I show up at work,” learning has landed where it matters. Not just in the mind, but in the body. This is how muscle memory is created. With reflection and reinforcement, that memory slowly turns into habit. Experiential learning works because it does not add more information. It creates awareness. And awareness, once triggered, rarely disappears. Glimpses of our work with one of our clients.

Designing training programs that actually transform learners? Start with this timeless truth: People don’t learn just by listening. They learn by doing. One of the models I often use while designing development interventions is the 70-20-10 model of learning. Originally developed by McCall, Eichinger, and Lombardo, this framework continues to remain relevant — even in an age of AI-driven learning and digital platforms. Here’s how it breaks down: 1) 70% – Experiential Learning - Learning by doing. On-the-job tasks, stretch assignments, simulations, and real-life decision-making. This is where actual transformation happens. It’s the space where knowledge turns into capability. 2) 20% – Social Learning - Learning from people. Through feedback, coaching, mentoring, peer discussions — we learn by observing, reflecting, and engaging with others. It deepens context and creates community. 3) 10% – Formal Learning - Learning from structured content. Workshops, courses, textbooks, instructional videos. Still important — but only a small piece of the bigger puzzle. When I design workshops, I treat this model not as a formula — but as a design principle. The formal workshops (10%) introduce key concepts. The social components (20%) reinforce it through feedback and peer exchange. But it’s the on-the-job application (70%) that brings the real shift. Because people don’t remember slides — they remember experiences. The 70-20-10 model is a reminder that learning isn’t an event. It’s a process. Transformation doesn’t come from knowing… it comes from doing. If you're building learning programs for your organization, start by asking: “Where will this show up in their real work?” That’s where learning becomes meaningful. #LearningAndDevelopment #CorporateTraining #ManishKhanolkar

What should a graduate or apprenticeship induction programme include? Years ago, I was responsible for one of these programmes. I enjoyed it immensely, esp. working with a group of young people with so much ambition, curiosity, and energy. If I was designing one today, these are some of the topics I'd include based on what I've learned since: - Neuroscience, esp. understanding of long vs short term thinking, emotional responses, anxiety. - Nutrition, esp. importance of protein, dangers of sugar. - Physiology esp. stress responses. - Strategy thinking and doing. - Societal and geopolitical developments and dynamics. - Effective communication and listening. - Compassion particularly for those in groups that are marginalised. - Personal branding. - Storytelling and visual thinking. - Using AI and other technology tools as an enhancement and teammate. - Working with other people, even those who are difficult. - Leading effective meetings. - Personal (and company) finance. - Making work-life integration work. This is how would I encourage them to learn: - Use experiential learning, e.g. simulations, gamification, field visits. - Give them budgets (money, time) so they can choose what and how to learn. - Create opportunities for group coaching. - Invite the best content creators and curators to develop the best platform of knowledge. - Reverse mentoring. What would you include as topics, formats, experiences if you were designing a programme for new graduates or apprentices in your organisation?

🌟 Looking at real, high-quality pathways into STEM and education? The Smithsonian Science Education Center (SSEC) internship program is a compelling example of what workforce development should look like: intentional, well-structured, and deeply tied to real learning outcomes. Too often, we talk about “skills gaps” and “talent pipelines” without highlighting programs that actually deliver practical experience, mentorship, and professional growth. This internship model offers exactly that, and it’s backed by one of the most respected scientific institutions in the world. What stands out to me is not just the access it provides to science education work, but the way it integrates learning, communication, and application. That’s the kind of experiential training that builds data- and science-literate professionals, ready to step into policy, research, analytics, and community impact roles. As we consider future workforce readiness, especially in fields that intersect with AI, data governance, STEM education, and public policy, programs like this should be amplified, studied, and replicated. 💬 Curious to hear your thoughts: 👉 What internship or apprenticeship models have you found most effective in bridging learning and real work? 👉 How can institutions do better at integrating education with professional impact? 📌 Learn more: Smithsonian Science Education Center Internship Program ➡️ https://lnkd.in/egR4eZPG #WorkforceDevelopment #STEMEducation #Internships #ExperientialLearning #ProfessionalGrowth #EducationInnovation

𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗶𝗻𝗴 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗥𝗲𝗮𝗹𝗶𝘁𝘆 (𝗩𝗥) 𝗳𝗼𝗿 𝗜𝗺𝗺𝗲𝗿𝘀𝗶𝘃𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝘀 🎓 Feeling like your traditional e-learning modules are falling flat? We’ve all been there—staring at static slides or reading endless text that fails to capture our attention. This lack of engagement can seriously undermine the effectiveness of your training programs, leaving employees underprepared and your organization lagging behind. Here’s a game-changing solution: Integrate Virtual Reality (VR) into your Learning and Development (L&D) programs. Trust me, it’s not just about high-tech gimmicks—it’s about creating immersive, hands-on learning environments that make skills and knowledge stick. Here’s how you can transform your training with VR: 🎓 Create Realistic Scenarios: Use VR to simulate real-world situations that employees may face in their roles. This hands-on practice is invaluable for deep learning and skill retention. Imagine training a pilot or a surgeon—VR provides a risk-free environment to hone critical skills. 🎓 Boost Engagement and Retention: VR’s immersive nature captures learners’ attention like nothing else. Studies show that immersive learning significantly enhances information retention, ensuring that employees are not just learning but mastering the content. 🎓 Personalized Learning Paths: VR can adapt to individual learning styles and paces, offering a customized experience for each employee. This tailored approach helps address specific weaknesses and reinforces strengths, maximizing the impact of your training programs. 🎓 Safe and Controlled Environment: VR offers a safe space for employees to make mistakes and learn from them without real-world consequences. This is particularly beneficial for high-stakes industries like healthcare, aviation, and manufacturing. 🎓 Cost-Effective in the Long Run: While initial setup costs for VR may be high, the long-term benefits far outweigh the investment. With VR, you can provide consistent training experiences across different locations, reducing travel and operational costs. 🎓 Gamification Elements: Integrate gamified elements like points, badges, and leaderboards to make learning fun and competitive. This not only boosts engagement but also fosters a culture of continuous learning and improvement. By leveraging VR in your L&D programs, you can ensure that your employees are not only engaged but truly absorbing and retaining critical skills and knowledge. This investment in immersive learning will pay off in a more competent, confident, and competitive workforce. Got any innovative ideas for integrating VR into training? Share your thoughts below! ⬇️ #VirtualReality #ImmersiveLearning #TrainingInnovation #L&D #EdTech #FutureOfWork #SkillDevelopment #EmployeeEngagement

𝐍𝐀𝐒𝐀 𝐃𝐈𝐃𝐍’𝐓 𝐉𝐔𝐒𝐓 𝐑𝐔𝐍 𝐀 𝐌𝐈𝐒𝐒𝐈𝐎𝐍. 𝐓𝐇𝐄𝐘 𝐐𝐔𝐈𝐄𝐓𝐋𝐘 𝐑𝐄𝐃𝐄𝐒𝐈𝐆𝐍𝐄𝐃 𝐇𝐎𝐖 𝐋𝐄𝐀𝐑𝐍𝐈𝐍𝐆 𝐇𝐀𝐏𝐏𝐄𝐍𝐒. While the Artemis Program was unfolding, something else was happening in parallel. Classrooms weren’t just studying space. They were stepping into it. ➡️ Students worked on real, mission-aligned challenges ➡️ Educators used live simulations and open data ➡️ Learning happened with the mission, not after it Not delayed. Not simplified. Not sanitized. And that’s where NASA got it right. 𝐓𝐡𝐞𝐲 𝐝𝐢𝐝𝐧’𝐭 𝐭𝐫𝐞𝐚𝐭 𝐜𝐮𝐫𝐢𝐨𝐬𝐢𝐭𝐲 𝐚𝐬 𝐚 𝐛𝐲𝐩𝐫𝐨𝐝𝐮𝐜𝐭. 𝐓𝐡𝐞𝐲 𝐭𝐫𝐞𝐚𝐭𝐞𝐝 𝐢𝐭 𝐚𝐬 𝐢𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞. Most education systems still do the opposite. We say: 📍 Learn this now, you’ll need it later NASA flipped it: 📍 This is happening now, learn through it That shift changes everything. If you’re rethinking how learning should work, here are 4 moves worth stealing: 1️⃣ Start with reality, not readiness Students don’t need to be fully prepared. They need access to something real. 2️⃣ Design for participation, not absorption Watching builds awareness. Doing builds ownership. 3️⃣ Keep the complexity intact We simplify too early. Real learning happens when you sit with uncertainty. 4️⃣ Collapse the gap between learning and doing The longer the delay, the weaker the connection. Relevance should be the starting point, not the reward. 🎯 Here’s the real takeaway: 𝐓𝐡𝐞 𝐛𝐞𝐬𝐭 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐞𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭𝐬 𝐝𝐨𝐧’𝐭 𝐣𝐮𝐬𝐭 𝐞𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐥𝐝. 𝐓𝐡𝐞𝐲 𝐥𝐞𝐭 𝐲𝐨𝐮 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐞 𝐛𝐞𝐢𝐧𝐠 𝐢𝐧𝐬𝐢𝐝𝐞 𝐢𝐭. And that’s not innovation. That’s a design decision. #EducationReform #LearningDesign #Artemis #NASA #FutureOfEducation #EdTech #ExperientialLearning

I’ve spent 20+ years building CTE and business programs that grew an average of 30% year-over-year… and here’s the truth: Kids aren’t bored because they lack motivation. They’re bored because school doesn’t let them matter. When I started treating high school programs more like MBA programs — bringing in businesses, real challenges, and authentic feedback — everything changed. Classes filled. Students showed up hungry. They failed forward. They became fearless. Communities thrived. And here’s the part everyone in education needs to pay attention to: This is exactly why internship programs are exploding right now. Students want relevance, contribution, and real experience — not worksheets. The Naperville District 203 Career Internship Program is one of the fastest-growing examples of this shift. Students are lining up because they can finally do work that means something. Here’s what I’ve learned building programs like this: 1️⃣ Students crave relevance. 2️⃣ Real-world work beats textbooks by a mile. 3️⃣ Put students into the deep end on day one. 4️⃣ Failure is feedback, not a penalty. 5️⃣ Community partners are rocket fuel. 6️⃣ Parents become your biggest advocates. 7️⃣ Teachers thrive when they coach, not deliver content. 8️⃣ Programs grow when they matter to kids. 9️⃣ Students want to contribute now. 🔟 Learning escapes the classroom or it dies there. If you want programs to grow, give students meaningful work. If you want communities to thrive, open your doors to young talent. Internships aren’t an “add-on” anymore — they’re the heartbeat. Let’s build what’s next. —Peter https://lnkd.in/gprF5ext

When I coached teachers through Teach For America, we relied on Kolb's experiential learning framework. The process was simple but powerful: learn a new concept, apply it in practice, reflect on the experience, and use those reflections to learn and grow further. This continuous cycle of learning, application, and reflection remains, in my view, the most effective way for adults to learn—and when I speak with Learning & Development (L&D) leaders, they wholeheartedly agree. For a long time, however, replicating this process in an online setting was incredibly challenging, and scaling was impossible. But that has changed as AI has come into the picture. Online learning can be multi-directional, enabling real-world practice, reflection, and feedback. You’re not just reading about how to deliver tough feedback to an employee but actually practicing it with an AI-driven coach that provides personalized feedback. Or honing your presentation skills. Or tackling a hands-on coding project. This is how adults learn best—through doing, reflecting, and iterating. And we’re excited to build the tools that make that possible. When people ask what we do at Uplimit, I often say that we are in the weeds of teaching and learning. And it’s within those weeds that there are tons of opportunities to use automation and AI to make meaningful learning possible and easy. What are some of the best experiential learning programs that you've seen with adults?