What’s the Fuss about Embodied Learning?

Mar 11, 2021 | Learning

Humans’ cognitive abilities perform at the optimal when their bodies work in sync with what their brain directs. Cognitive sciences have proven time and again that the most powerful tool of emotional and social sense a human possesses, is his body. So, why are we not maximizing its use in the corporate learning arena? As a matter of fact, embodied learning brings in the highest degree of engagement.

Being an HR or L&D leader at your organization, you are constantly being asked to strengthen the bonding among the varied teams within the organizational umbrella. But do you really need to stick to the age old boring team-bonding exercises that had been practiced among the corporations since eternity, and lacked the most significant learning part? Admittedly, they hardly had been successful in solidifying the existing bond between the team members.

So, what’s the potential resolve?

It’s tilting towards the modern way of thinking about training, and it calls for the functioning of the whole body while you undertake a learning program. It’s called experiential learning, as you learn things by experiencing them while putting your body into ‘activation mode’. Embodied learning breaks the popular stereotype of limiting the use of your body above the neck while undertaking a learning course or a skill development program.

What Encompasses Embodied Learning at Corporations?

Any learning exercise that elevates the intellect of the workforce or enhances their skill while making a good percentage of the body move, falls under the umbrella of experiential learning. However, what’s most critical in the process is setting up the correct sync between ‘learning’ and the ‘bodily movement’. One should not heavily overpower the other.

You can imbibe from the knowledge-delivery model of preliminary schools that have been practicing it to perfection since their inception.

Impact of Embodied Learning

A series of positive outcomes can start rolling in a few weeks of implementing the innovative approach of learning. These could potentially come in the form of discovery of innate talents, betterment in communication among the teams, improved collaboration among individuals, an evolved problem-solving culture in the organization, among many others. Inclusivity and team-awareness would be the other two key benefits with deployment of the said approach at the organizational level.  

Reinventing processes along with awareness of what is possible has always driven growth and development. Maybe it’s time to reinvent engagement in learning.

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