Experiential Learning

The largest share of professional development happens through direct experience: taking on stretch assignments, solving novel problems, leading projects outside one’s comfort zone, learning from mistakes, and adapting to new responsibilities. This type of learning is inherently contextual and self-directed. For instructional designers, the implication is significant: the most powerful learning interventions are not always formal courses — they are well-designed work experiences, performance support tools, on-the-job challenges, and systems that help people learn in the flow of work. Performance support tools like job aids, checklists, and embedded help systems directly serve this 70% space.