Learning requires a lot of “doing.” Think about when you learned to ride a bike. Did you read an operating manual and then jet off down the road like a pro? Most likely you practiced. And when the training wheels came off, you probably experienced some wobbles and spills associated with this learning experience.

“From a neurological perspective, learning happens as a result of the brain’s response to positive and negative feedback encountered while performing a task,” says science writer Sarah Weiss. Put simply, when we perform a task correctly, our brains release the feel-good hormone dopamine. The activation of the reward system maximizes the likelihood that we’ll repeat that action.

The same holds true for our work lives. A study by the Center for Creative Leadership found that:

  • 70% of learning comes from on-the-job experiences and challenges.
  • 20% of learning comes from other people.
  • 10% of learning comes from courses and formal training.

With experiences and challenges being the primary way development happens, it’s important for organizations to maximize on-the-job opportunities that prepare leaders, develop employees, and advance business goals. But where to start? Try the following tips.

5 ways to implement experience-driven development

1. Identify “stretch assignments.”
Consider experiences that will help your team grow and learn leadership skills. Try mapping competencies to stretch assignments. And create experience paths for targeted positions or roles.

2. Staff for development, not just for performance.
To match people with the right experience, be thorough. Ensure everyone has a challenging “development-in-place” task in their current job. And keep development in mind while staffing important projects.

3. Create new experiences.
Introduce new experiences that align with the organization’s strategic needs. Encourage leadership experiences outside work as well—such as volunteering, board membership, or roles in professional organizations addressing workplace development.

4. Enhance learning from experience.
Remember that experiences alone don’t ensure learning—support is crucial. Accompany work development experiences with effective learning practices. This may involve facilitating access to learning relationships like mentors, peers, and communities, or providing online resources with just-in-time learning for specific stretch experiences.

5. Promote a culture of experience-driven development.
When learning from experience is part of the culture, the divide between work and people development diminishes. This culture might include treating learning agility as a key competency in recruitment, selection, and development. It also involves recognizing and rewarding employees for their own development and for developing others.

Sources:
“Being Hands On: Learning By Doing” – Brain World Magazine, 2019
“Develop Strong Leaders With On-the-Job Learning” – Center for Creative Leadership