Bob Parker: How to Make Training Unforgettable with Experiential Learning in Manufacturing

In the training industry, the goal is to create a lasting impact for your team members, not just fleeting moments of engagement. This is where experiential learning shines. Experiential learning is more than just sitting in a classroom and listening to a lecture; it’s about actively involving participants in the learning process to create a memorable and effective educational experience for your manufacturing workforce.

Essentially, this is a dynamic and engaging method that empowers learners to connect with the material on a deeper level. It ensures that training is not only effective but also truly unforgettable.

The benefits of this approach are numerous. From deeper learning and better retention to improved teamwork and problem-solving skills, experiential learning can transform your training efforts. A powerful example of this is the Pit Crew Challenge, developed by Bob Parker, which immerses participants in a high-energy, hands-on team activity. This challenge was engineered to create an unforgettable learning experience that can lead to significant and lasting results. We spoke with Bob Parker in depth about this topic on the Accelerating Operational Performance podcast, and you can watch the episode here or listen to it here.

What is Experiential Learning?

At its core, experiential learning is a dynamic approach that diverges from traditional, passive learning methods. Traditional learning often involves lectures, reading, and memorization, where the learner absorbs information. In contrast, experiential learning actively engages the learner in the learning process and knowledge is developed through experience.

Think about it: how much do you truly retain from a lecture compared to something you’ve actually done? Experiential learning stems from the point that when learners are actively involved, they’re more likely to absorb and recall the information.

David Kolb’s experiential learning cycle is a cornerstone of this approach, comprising four key stages:

1. Concrete Experience: This is the initial stage in which the learner engages in a new experience. It could be anything from a simulation to a hands-on activity or a real-world scenario.
2. Reflective Observation: The learner takes a step back to reflect on the experience. This involves thinking about what happened, their reactions, and any observations they made.
3. Abstract Conceptualization: In this stage, the learner begins to form abstract concepts or generalizations based on their reflections. They try to make sense of the experience and connect it to existing theories or knowledge.
4. Active Experimentation: Finally, the learner applies their new concepts to new situations. This involves testing their theories and seeing how they hold up in practice.

This cycle emphasizes that learning is a continuous process of experiencing, reflecting, thinking, and acting.

This method creates a deeper connection to the material. When learners are actively involved, they’re more likely to:

• Retain information: It creates stronger memories.
• Apply knowledge: It bridges the gap between theory and practice.
• Develop skills: It enhances problem-solving, critical thinking, and decision-making abilities.
• Increase engagement: It makes learning more motivating and enjoyable.

Focusing on active participation and real-world application fosters a more profound and lasting impact than traditional learning methodologies.

The Pit Crew Challenge: Building High Performing Cultures

A compelling example of experiential learning is the Pit Crew Challenge, a unique and immersive training program developed by Bob Parker. This challenge demonstrates the power of experiential learning to create a memorable and impactful learning experience.

We have partnered with Bob to integrate his hands-on experience with our training programs. The Pit Crew Challenge is designed to simulate the high-pressure, teamwork-intensive environment of a NASCAR pit stop. Participants don’t just learn about teamwork and communication in theory; they live it.

“They’ll remember the story that comes with it. So what happens in Pit Crew is the story happens to them, and then they tell that story to somebody else. In my mind, there is nothing more impactful than you living your story and telling that story.”

Here’s how it works:

1. Team Formation: Participants are divided into teams, usually of around seven people.  
2. Safety Briefing and Training: Participants receive a safety demonstration and training on how to use the pit crew equipment. This ensures everyone understands the basics, regardless of their prior experience.
3. The Challenge: The teams then participate in a timed pit stop challenge using a real race car and actual pit crew equipment. This involves changing tires and other pit stop tasks as quickly and efficiently as possible.  
4. Reflection and Debrief: After the challenge, a facilitated debriefing session allows participants to reflect and draw out key learnings related to teamwork, communication, leadership, and performance under pressure. 

The Pit Crew Challenge is so effective for several reasons:

1. Adrenaline and dopamine: The excitement and pressure of the challenge create a heightened emotional state, releasing adrenaline and dopamine in the brain. These neurochemicals enhance learning and memory retention.
2. Memorable experience: The unique and engaging nature of the activity makes it memorable. This helps participants to recall the lessons learned long after the training is over.
3. Real-World Application: The challenge provides a powerful metaphor for real-world teamwork and performance. Participants can easily relate the lessons learned to their own work environments.

As Bob Parker explains, “A lesson discovered is a lesson remembered”. The Pit Crew Challenge embodies this principle, creating a learning experience that is not only engaging but also deeply impactful.

“Give your employees the opportunity to make mistakes, but have a budget for it. No, we’re not going to let you pour that million-dollar batch. But you can do the $10 batch, even the $100 batch, until you’ve got a sense of it. But try it and mess it up because some of it’s going to fall on the floor, and we’ve got to expect that that’s what’s going to happen. That happens in the Pit Crew Challenge. People make mistakes, and it is designed for them to make mistakes so that their minds are open and they have those aha moments.”

The Benefits of Experiential Learning in Manufacturing

Experiential learning offers a wealth of benefits that contribute to more effective and impactful training. Here are some of the key advantages:

• Deeper learning and better retention: By actively engaging with the material, learners develop a deeper understanding and are likely to retain the information.
• Increased engagement and motivation: When learners are actively involved, they’re more likely to be invested in the process and eager to participate.
• Improved teamwork and collaboration: Many activities, like the Pit Crew Challenge, require teamwork and collaboration. This helps participants develop their communication, coordination, and problem-solving skills in a team setting.
• Enhanced problem-solving skills: Learners develop their critical thinking, decision-making, and creative problem-solving skills.
• Boosting confidence and reducing ego: This is a safe space for learners to take risks, make mistakes, and learn from them, which boosts confidence and reduces ego, making learners more open to feedback and growth.
• Creating a safe space for mistakes and learning: This environment encourages learners to experiment and view mistakes as learning opportunities. This is crucial for fostering innovation and continuous improvement.

Key Elements of Effective Experiential Learning

Creating effective experiences requires careful consideration of several key elements. These elements help to maximize the impact of the learning and ensure that participants achieve the desired outcomes.

“Adults do not mind being childlike, but they do not want to be childish”.

Play and Childlike Engagement

Bob says that an important component of experiential learning is the incorporation of play. 

• Childlike vs. childish: It’s crucial to distinguish between these two concepts. Childlike engagement involves a sense of curiosity, exploration, and willingness to try new things, similar to how children approach play. Childish behavior, on the other hand, can involve silliness or a lack of seriousness, which can be off-putting to adults.  
• The role of play: Play can help to break down barriers, reduce ego, and create a more open and collaborative learning environment. When people are engaged in play, they’re more likely to share ideas, take risks, and learn from their mistakes.  

Metaphor and Relevance

To ensure that training is effective, it’s essential to connect the experience to real-world scenarios and learning objectives. This is where metaphor and relevance come into play.

• Metaphors can help learners understand abstract concepts and see how the experience relates to their lives and work. For example, the Pit Crew Challenge uses the metaphor of a pit stop to teach teamwork and communication.
• It’s crucial that the experiential learning activity is relevant to the learning objectives and the participants’ needs. Learners should be able to see how the experience relates to their work and how they can apply the lessons learned.  

Facilitation and Debriefing

The role of the facilitator is critical. Facilitators provide guidance throughout the learning process, helping participants reflect and identify key insights. Bob will ask open-ended questions, encourage discussion, and help participants connect their experiences to the learning objectives.

The debriefing session is very important. It’s where participants share their insights, discuss what they learned, and explore how they can apply their learning in the future.  

Action Learning and Implementation

Experiential learning can be closely connected to action learning, which focuses on applying learning to real-world projects and initiatives.

• Connecting to action learning: Action learning provides a framework for learners to implement their learning and make real changes in their organizations.  
• Implementation and application: The ultimate goal of learning is to apply it in practice. All development programs should encourage learners to take action and implement what they’ve learned.  
• Rewards and metrics: Appropriate rewards and metrics are important to motivate learners to implement their learning and ensure that it leads to tangible results.

By incorporating these key elements, you can create a powerful learning program that engages participants, promotes deep learning, and drives lasting change.

Overcoming Challenges in Implementing Experiential Learning

While the benefits are clear, there can be challenges in implementing manufacturing leadership programs effectively. Here are some common obstacles and how to overcome them:

Addressing Skepticism and Resistance

Some people may be skeptical, viewing it as “too soft” or not as rigorous as traditional training. To address this, it’s important to:

• Clearly articulate the benefits and provide evidence of its effectiveness.
• Design experiences that are relevant and aligned with the learning objectives (sometimes this includes using technology for simulation exercises).
• Involve stakeholders in the design and implementation process to gain their buy-in.

Integrating Experiential Learning with Traditional Manufacturing Training

Experiential learning doesn’t have to replace traditional training entirely. It can be effectively integrated with lectures, readings, and other methods to create a blended learning approach.

• Identify the learning objectives that are best suited for experiential learning.
• Use experiential learning to reinforce and apply concepts learned through traditional methods.
• Create opportunities for learners to reflect on and connect their experiences to the broader curriculum.

The Need for Cross-Disciplinary Learning

Bob states that training is often siloed by subject or topic, which doesn’t reflect the interconnected nature of real-world problems. He suggests that learning should be more cross-disciplinary.

• Design learning experiences that integrate multiple disciplines and perspectives.
• Encourage learners to make connections between different areas of knowledge.
• Help learners to see how their learning is applicable to a variety of contexts.

Bob says we need to integrate our approach to learning more, moving away from siloed subjects and toward a more holistic, multidisciplinary one. This will likely be a key focus in the future of experiential learning.

Creating a Lasting Legacy with Experiential Learning

Experiential learning is a powerful approach that can transform training programs and create a lasting impact. By actively engaging learners in the learning process, it fosters deeper understanding, improves retention, and develops essential skills.

Experiential learning is more than just an activity; it’s a philosophy. Whether it’s through simulations, games, or real-world challenges like the Pit Crew Challenge, it provides a dynamic and engaging way for learners to connect with the material and apply it to their lives and work.  

Incorporating key elements such as play, metaphor, facilitation, and action learning is crucial for creating effective learning and development programs. This will create environments where learners feel safe experimenting, making mistakes, and learning from them.

Bob offers a transformative approach to education and professional development. By prioritizing active participation, reflection, and real-world application, he conducts a learning experience that is not only effective but also truly unforgettable.

Here are some related topics that you may find interesting:

Kari Ann Versace: Leadership Development, Driving Efficiency and Operational Excellence

Lorne Girard on Servant Leadership: How Putting Your People First Drives Success

Jonathan Chase: Connecting with Team Members and Driving Engagement

James Ott on Lean Leadership: Building a Culture of Continuous Improvement