Opportunities Predicted For Fashion Designer In The Next 10 Days Experiential Learning: Helping Management Overcome Barriers to Change

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Experiential Learning: Helping Management Overcome Barriers to Change

As the saying goes, “the only thing constant in this world is change.” Change is everywhere and in everything whether we like it or not. In the workplace, things can change without our participation or knowledge. Change will happen, and if we adapt, we will only be left behind.

Businesses not only have to adapt to change, they have to be more agile and able to anticipate change. If management only relies on reacting to changes, they will be held back until they can educate their organization about the changes.

Market trends change very quickly. Things that are popular today may be forgotten by next week. But don’t discount the old classics because some of them tend to come back after a few years. Look at fashion; some designers are choosing new over old favorites.

All organizations are under constant pressure to learn, adapt, innovate and grow. This presents several important problems for any organization:

• Understanding what changes are relevant to the business

• Removing changes that are not related to the business

• Confirming the effects and benefits of the changes related to the business

• Training the organization and implementing related programs for change

The more constant the change, the more constant the obstacles to change. Among others are expected obstacles, limited budgets, time, lack of resources, and increased complexity. Then there are the barriers related to people, such as resistance to change and unwillingness to learn. It may not be readily apparent, but people-related factors are the most important barriers to change in an organization. Sometimes, it’s not just people within the organization that resist change, but people outside, like customers.

The challenge here is how to overcome these human-related barriers to change. A number of organizations have tried to keep up by investing in technology-enhanced learning, such as computer-based training and virtual classrooms. Unfortunately, like traditional training in a real classroom, these methods have their drawbacks.

• There is a lack of immersion

• Often expensive

• It takes time

• Poor retention rates

However, there is a very effective alternative known as experiential learning. Some people define this method as ‘the process of involving participants in real experiences with benefits and consequences.’ In other words, he learns from experience. But what does it affect?

• It is practical. Completes the practice. And by practicing theories, you learn better, especially when you are aware of the consequences and benefits of your actions.

• It is interactive and immersive. Participating not only in their own roles, but also in the roles of others (especially unfamiliar ones for comprehension purposes) helps them understand the importance of other people and their role in the organization.

• It is related to work. Experiential learning is based on real and practical scenarios.

• It is emotionally appealing which is more memorable. Not only do participants retain the experience, they also retain the education and skills learned.

Experiential learning helps organizational members become aware of their roles and those of others. This gives a common understanding of the big picture and the need for change.

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