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This paper aims to study the possibility of delivering experiential training techniques through distance learning, targeted to lone parents and to present the early implementation findings. It also aims to present the potential benefits of participative techniques when combined with new technologies used in distance training programs targeting single families.

Techniques such as direct discourse combined with questions and answers may be implemented in a virtual environment of consultative support. Trainees, from their job or home, log on to a site of consultative virtual structure, using their personal computer and the internet. Technology allows them to chat with one or more participants, through text, sound and even video.

Research findings showed that trainees responded positively to the proposed training tool. They creatively exploit participative techniques during their distance training.

Lone parents are often limited in their availability to participate in face‐to‐face training programs and have fewer chances of lifelong learning in a classroom form. They are often confronted with transport difficulties and time restraints. Thus, distance learning with the use of new technologies may provide development solutions for this group of citizens.

The paper provides useful information on participative techniques during distance training for lone parents.

Intense competition, rapid technological changes and modern aspects of management force any enterprise to put emphasis on their personnel and invest in their training and education. In terms of in‐house education and training, experiential learning is chosen to be analyzed in this particular paper. The paper aims to present experiential methods developed by trainers during the process of carrying out in‐house training programs with the aim of motivating trainees to learn through participative experiences and simultaneously adopt for their part another way of thought, action or behavior. It also seeks to examine the reasons why experiential learning is important and the conditions under which this kind of knowledge can be effective.

The paper presents a general review of a range of experiential learning methods.

The paper results in a useful checklist for developers and trainers to assess the level of experiential learning they are currently offering.

The paper provides definitions of the three types of experiential learning and identifies the key reasons for including these types of developmental activities in any trainers portfolio of approaches.

The purpose of this paper is to explore the views of Greek Life-Long Learning Centers (LLLCs) trainers, who worked as educational managers and took on informal mentoring roles in the context of counseling guidance and their trainees (who are adults’ trainers), on the effectiveness of mentoring in the post-Greek Debt Crisis era.

The authors performed a quantitative analysis using the SPSS software package’s simple random sampling. The bibliographic review, the identification and specialization of the research objectives, as well as the study of the participants’ unique characteristics, were used in the construction of a research tool.

The majority of participants confirmed the importance of mentoring as a human resource strategy. Regarding its effectiveness in the field of the Greek LLLCs, there were several discrepancies in the perceptions of trainers and trainees, as well as specific malfunctions in its implementation.

The research omitted certain qualitative features and was conducted in a relatively limited geographical context.

Given the lack of similar studies in the field of the Greek LLLCs, this study illustrates the reality of the mentoring function in the training field of adult trainers, after the onset of the Greek economic crisis, while also highlighting realistic ways to improve the effectiveness of these organizations and conduct future, larger-scale research.