"Learning by Doing"

"Start doing with your hands, from the the job of a clerk, to become a Officer and Manager" my senior on Day-1 at work

"What job can I give to you? (my senior TNS (TNSurendranathan) asked me, first in the mornig of September 9th 1975. On being asked why he asked so, TNS: "Since you're a First Ranke in the University". I answered: "Rank is for my MSW in University examination. I don't know anything about office work!" TNS stood up and shook hands with me. TNS: "Very Good, You've to start doing with your hands, from what a clerk does" This was on Day-1 (Sep 9, 1975). He added only if you do with your body, mind, heart, soul and conscience can you learn work, understand diemnsions/roles from a clerk, Officer Manager and Leader. This was my first Lesson in Management Training. "Experiential Learning" (Kolbe 1984) was quite unheard of in 1975. I started my career as Management Trainee with KELTRON.

Subsequet research, studies and knowledge brought newer spects to 'Experiemtial Learning' practice, Indiana Iniversity 2006n: Internships, Service learning, Cooperative education, Clinical education, Student teaching, Practicum, Undergraduate research experience, Community-based research, Field work, Study abroad 

Knowledge is the first step; science. Skill is the art; art of application of knowledge. Tools, Techniques, Methods, Processes, Procedures and Activities form the professional aspect. Learning is aided by 'observation', 'record notes', 'self-learning', committing a mistake, re and up-learning, relfective insights, relating to, experimentations, nano, mini, macro projects undertaken, re-learning from such fresh and rich inputs, clinical labs, sabbaticals, surveys and research, tracking and corrected by a Mentor/guided, measuring, verifying an dvalidating, asking and 'clarifying', crystal clarity on intangibles social variables by re-clarifying, re-verifyinhg and re-validating when a newvariable is added/amended/altered or is removed. There is inter-dependanc and a multitude of inter-play on already existing ones.

"Social variables, because of its inter-dependance and inter-play, dynamically move from "cause" to "effect" and vice versa.

My learning from clerks PKR, PRM, SP, and immediate seniors CG, GCG, VM through months on several sub-Functions: HR knowledge, Documentation, HR Systems, HR Payroll, HR Legal, IR Model, CB Process, HR Process, HR Tools, HR Techniques etc was the right 'learning circuit' and 'racing track' in my HR jogging journey through years and decades. The strong fundamentals: the right and apt-burnt bricks I chose/was offered by others, the mortar they enabled, facilitated, hand-held, corrective action (immediate) done and remedial plan (short, medium, long term) implemented etc were very robust and strong.

Much more than any of these, I remember the Organisational Culture (Values, Beliefs and Philosophies fotmirg the bedrock of the cultural sub-stratum of the Team and organisation) I acquired during my formative years. The Institution Builders and Thought Leaders who taught me through their exhibitted Behaviours, Role Model Behaviours, Resilience were "behavioral mirroring" in shaping my 'Professional Self'. This, I would rank, no: 1 aong the several experiential learning inouts I had, first, from KELTRON, thereafter, in my exposures during my one and half decade-tenure with from Binani Industries. Picked up much newer inputs during my post-signing off-regular career, with Muthoot Caopital Services and later, SNGIST Group of Institutions. Finally, now, in my present role, heading B2N Management Consulting (P) Ltd.

"Rolling stone does gather moss"

Rich inputs are the moss: from people, incidents, situations, advesities, crises, aspects, impatcts, coupled with new knowledge, capacity to link inter-disciplinary knowledge, diagnostic skills, newer tools and techniques had "experientially learnt" me excellent lessons. I am the stone. Stone enriched several folds!!! Thank you all.

Reference: https://www.bu.edu/ctl/guides/experiential-learning/