The Science Behind Learning by Doing

Think back to the last time you learned something new — riding a bike, cooking a new recipe, or using a new tool at work. Chances are, you didn’t master it by reading about it or watching someone else do it. You learned it by trying, failing, adjusting, and trying again.

That process — active engagement, experimentation, and reflection — is what educators call learning by doing, or experiential learning. It’s one of the most powerful and scientifically supported ways to build lasting knowledge and skills.

In corporate training, where the goal is not just to inform but to change behavior, understanding the science behind learning by doing is critical.

Why Traditional Learning Often Fails

Most traditional training relies on lectures, slides, and theory. These methods are easy to deliver but hard to retain. People may remember facts immediately after a session, but they quickly forget them because the knowledge was never applied.

According to the “learning pyramid” developed by the National Training Laboratories, people remember only about 10% of what they read and 20% of what they hear, but up to 75% of what they actively practice.

In short: if we don’t do something with what we’ve learned, it fades away.

The Science Behind Learning by Doing

The concept of learning through experience has deep roots in psychology and neuroscience. Several key scientific principles explain why it works so effectively.

1. Active Engagement Builds Stronger Neural Connections

When we actively perform a task — rather than passively observing — multiple regions of the brain light up. This includes the motor cortex (movement), prefrontal cortex (decision-making), and hippocampus (memory formation).

This multisensory engagement strengthens neural connections, making information easier to recall later. It’s the same reason why you can remember how to ride a bike even after years — your brain “learned by doing.”

2. Immediate Feedback Reinforces Learning

In experiential settings, feedback is instant. When you act, you see results — good or bad — right away. This triggers the brain’s reward system, releasing dopamine when you succeed and prompting adjustment when you fail.

Gamified and simulation-based training use this principle by giving participants instant feedback through points, progress indicators, or outcomes that change based on their choices.

3. Emotional Engagement Enhances Retention

Emotions play a major role in memory. When learning involves challenge, excitement, or curiosity, the amygdala (the brain’s emotional center) helps “lock in” the experience.

That’s why employees often remember a lively simulation or group exercise far better than a long presentation — because it feels meaningful.

4. Reflection Turns Experience into Insight

Doing is only half of learning; reflecting is the other half. After an experience, taking time to think about what happened, what worked, and what could improve helps the brain consolidate lessons into long-term memory.

This principle, formalized in David Kolb’s Experiential Learning Theory, shows that learning is a cycle of experience, reflection, conceptualization, and experimentation.

Applying Learning by Doing in Corporate Training

Organizations that embrace experiential learning create programs where employees actively participate, make decisions, and reflect on outcomes.

Some practical ways to apply this include:

• Simulations: Recreate workplace challenges in a controlled setting. Employees can make choices and see the consequences of those decisions safely.
• Gamified learning: Introduce elements of play, such as challenges, competition, and rewards, to make learning engaging and memorable.
• Roleplays: Let employees act out real workplace scenarios, such as client negotiations or team conflicts.
• Case studies and group problem-solving: Encourage teams to analyze and resolve real or hypothetical challenges together.

These activities don’t just transfer knowledge — they build competence, confidence, and collaboration.

Why “Learning by Doing” Works for Project Managers

Project management is a discipline where theory alone isn’t enough. Managers must make quick decisions, handle ambiguity, and lead diverse teams — skills that can only be developed through experience.

Experiential learning helps project managers by:

• Simulating project constraints like time, scope, and cost
• Practicing leadership under pressure
• Building teamwork and communication through group challenges
• Reflecting on decisions to improve future performance

A gamified project management training, for instance, might include “event cards” that introduce unexpected changes like budget cuts or stakeholder demands. Participants must adapt in real time, mirroring real project challenges.

Evidence from Research

Studies have repeatedly shown that experiential learning leads to better outcomes than lecture-based approaches:

• A 2017 study in the Journal of Applied Psychology found that learners who practiced new skills through simulation were 25% more likely to apply them successfully at work.
• Research from the Association for Talent Development (ATD) shows that experiential training improves long-term retention and engagement by over 60% compared to traditional methods.
• In gamified environments, learners show higher motivation and persistence, according to findings in the British Journal of Educational Technology.

The conclusion is consistent: when employees actively participate, they learn better and remember longer.

Real-World Example

A global engineering company replaced its standard project management course with an experiential workshop built around a board game simulation. Teams were tasked with completing a “project” by allocating limited resources and responding to event challenges such as scope changes, team conflicts, and shifting priorities.

After the game, teams reflected on their strategies and decisions. Over the next six months, internal surveys showed:

• 40% improvement in cross-functional collaboration
• 25% faster project delivery times
• Higher confidence among new managers in handling risks and stakeholder communication

Learning by doing didn’t just improve knowledge — it changed behavior.

The Role of Gamification in Experiential Learning

Gamification enhances learning by doing by keeping participants motivated throughout the process. When designed correctly, it creates a feedback loop of action → reflection → improvement, driven by curiosity and enjoyment.

Gamified tools like Project Supremo blend experiential learning and game mechanics to recreate project scenarios where participants practice leadership, negotiation, and decision-making — all while having fun.

Final Thoughts

The science is clear: people learn best when they are active participants in their own learning. “Learning by doing” turns abstract concepts into lived experiences, creating lasting understanding and real behavioral change.

In a world where adaptability and critical thinking matter more than memorized facts, experiential learning is not just effective — it’s essential.

👉 Ready to experience learning that sticks? Discover Project Supremo — a gamified board game that helps professionals develop project management and leadership skills through hands-on experience.