Impact’s experiential learning methodology integrates the four domains we believe are required to drive lasting behavior change. These are:
Knowledge: this conceptual domain is about learning from books, videos and established expertise, which is codified, cumulative and fixed.
Skills: this practical domain is about competence; this learning might be practiced but it is driven by expert tuition and direct guidance rather than being self-led.
Direct encounter: this is where the learner actively engages with the learning need and begins to integrate knowledge and skill acquisition with trying to deliver a result. This domain is driven by the learner and integrated with the final domain.
Reflection: this is the domain in which we process material from the other domains. This is vital to internalize and integrate learning into new behaviors, mindsets and actions.
Traditional educational approaches to learning design typically focus on knowledge and skills, taking a ‘tell/test’ approach to applying what experts have told or taught us. But for complex learning needs that drive behavior change, the route to building expertise requires an active engagement. This means directly encountering the learning objective and organizational purpose and actively and expertly reflecting on putting knowledge and expert tuition into practice. In this way, all domains of our model are activated alongside each other.
Our approach isn’t cyclical because that isn’t how learning is applied in real life. Instead, we teach our methodology in a way that learners understand how to move between the four domains, depending on their needs, your purpose and the immediate context.