So far we have discussed training methods that focus primarily on presentation training content. In many of these methods, the learner is generally understood to be a passive recipient of information. Experiential learning advocates argue that effective learning requires active engagement and experience. The case study method helps trainees learn analytical and problem-solving skills by presenting a story about people in an organization who are facing a problem or decision.

Business games are intended to develop or refine problem-solving and decision-making skills. However, this technique tends to focus primarily on business management decisions (such as maximizing profits). Another type of simulation used in development programs and assessment centers is the in-basket exercise. The goal of this technique is to assess the trainee’s ability to establish priorities, plan, gather relevant information, and make decisions. Role playing is a popular training technique—though often it is a method that is loved by some trainees, and hated by others.

In role-playing, trainees are presented with an organizational situation, assigned a role or character in the situation, and asked to act out the role with one or more other trainees. Social learning theory suggests that many of our behavioral patterns are learned from observing others. This theory forms the basis for behavior modeling. In organizations, employees learn all kinds of behaviors from observing supervisors, managers, and coworkers who serve as role models. Under normal conditions, role models can have a tremendous influence on individual behavior.

As you can see, there is tremendous variety in the use of experiential methods in training and classroom settings.