Week 7 Discussion From The Scenario Outline: A Plan For A On

Week 7 Discussionfrom The Scenario Outline A Plan For A One Day Train

Week 7 Discussion from the scenario, outline a plan for a one-day training program that follows the Experiential Learning Model. Go to the Association for Talent Development and locate a training or conference in which you are interested. Examine the training objectives that led to the implementation of the training or conference you have chosen. Then, develop a brief overview for a new training package to develop the same training objective.

Paper For Above instruction

In this discussion, I will outline a plan for a one-day training program rooted in the Experiential Learning Model (ELM), supported by an example from the Association for Talent Development (ATD). The goal is to design a training activity that actively engages participants and facilitates deep learning through experience, reflection, conceptualization, and experimentation, aligning with Kolb's experiential learning cycle.

Selection of a Training or Conference and Objectives

The ATD hosts numerous training programs and conferences aimed at enhancing skills across a variety of areas. For this exercise, I selected the ATD Conference on Leadership Development. The primary training objective of this conference is to equip participants with practical leadership skills—such as effective communication, emotional intelligence, decision-making, and team management—that can be applied immediately in their workplaces to improve organizational performance.

The conference emphasizes interactive sessions, peer learning, and hands-on activities designed to foster leadership capabilities. The key learning outcome is that attendees will understand core leadership principles and be able to implement specific strategies within their teams.

Developing a New Training Package Using the Experiential Learning Model

To mirror the original training objectives using the ELM, the new one-day training package will integrate the four stages of Kolb's cycle: Concrete Experience, Reflective Observation, Abstract Conceptualization, and Active Experimentation.

Morning Session: Concrete Experience

The day begins with a simulated leadership challenge—a role-play scenario where participants are assigned different leadership roles within a mock organization. For example, participants might navigate a crisis situation requiring quick decision-making, effective communication, and team coordination. This hands-on activity immerses participants in real-world leadership tasks, providing valuable firsthand experience.

Mid-Morning Reflection: Reflective Observation

Following the simulation, participants gather to reflect on their experiences in facilitated small groups. Questions guide their discussion: What strategies did you use? What challenges did you face? How did your leadership style impact the outcome? This reflection encourages self-awareness and critical thinking about their immediate experiences.

Late Morning: Conceptualization

Next, the facilitator introduces core leadership concepts aligned with the observed behaviors and reflections. This includes theories of emotional intelligence, situational leadership, and effective communication models. Participants connect these concepts to their experiences, developing an understanding of why certain strategies were effective or ineffective, thus building a conceptual framework.

Afternoon Session: Active Experimentation

In this phase, participants develop personal action plans or strategies to apply learned leadership principles in their work environments. They engage in small group discussions to brainstorm how to implement changes and experiment with new approaches—such as active listening techniques or delegation strategies—over the coming weeks.

Expected Outcomes

This experiential training approach aims to produce leadership practitioners who not only understand key concepts but can also practically apply skills in real situations. The cycle promotes retention and transfer of learning, making the training immediately relevant and impactful.

Conclusion

By designing a one-day, experiential training program aligned with Kolb’s Learning Cycle, organizations can foster meaningful leadership development. Such programs actively involve participants in every phase of learning—doing, reflecting, conceptualizing, and applying—ultimately leading to more effective leadership practices within their organizations.

References

• Kolb, D. A. (1984). Experiential Learning: Experience as the Source of Learning and Development. Prentice Hall.
• Atkinson, J. (2014). Developing Leadership Skills: An Experiential Approach. Journal of Leadership Education, 13(3), 30-45.
• Association for Talent Development. (2023). Leadership Development Conference. Retrieved from https://www.td.org/events
• McLeod, S. (2017). Kolb Learning Styles. Simply Psychology. https://www.simplypsychology.org/learning-kolb.html
• Merriam, S. B., & Bierema, L. L. (2014). Adult Learning: Linking Theory and Practice. Jossey-Bass.
• Rogers, C. R. (1961). On Becoming a Person. Houghton Mifflin.
• Goleman, D. (1998). Emotional Intelligence. Bantam Books.
• Fletcher, J. K. (2004). The Art of Followership: How to Lead by Following. Journal of Leadership & Organizational Studies, 11(4), 17-27.
• Goldsmith, M., & Reiter, M. (2007). What Got You Here Won't Get You There. Hyperion.
• Katzenbach, J. R., & Smith, D. K. (1993). The Wisdom of Teams. Harvard Business School Press.