Our mirror model helps trainers and participants focus – before and after the assignment – on the true relevance; behaviour. How did the participants do and how to transfer this to their work environment.
What is the relevance of the assignment for the participants’ work environment?
Our mirror model clarifies what experiential training is about. This model helps participants focus on what is relevant both before, during, and after training.
Parallel to the participants’ work enviroment, we create short, powerful, goal-oriented learning situations: assignments in which the following three elements can be recognized: tasks (what?), people (who?), and resources (means).
The power of a work form increases as trainers and participants are more and more able to draw parallels between the learning situation and their own work situation. In the mirror model, this means: the more the learning situation can be ‘superimposed’ on the work situation, the larger the shaded blue area, the greater the ‘transfer of training’, i.e. the greater the learning effect.
The value of experiential learning is determined by the reflection on behaviour as seen during the assignment. The focus of these reflections, both by trainers and participants, should be on the process, or, as seen in the model, the how. As the parallels drawn between the assignment and the work environment increase, the power of the assignment also increases. In the mirrormodel, these parallels can be found in the blue coloured overlap between the learning environment and the work environment. In other words: The more the learning environment can be superimposed on the work environment, the greater the learning effect!