Training Adult Learners
- 1. Training Adult Learners Presented by: Girma Tola September 2007
- 2. Welcome!! To Training Adult Learners Training Session
- 3. Introduction Welcome participants! Participants get to know one another Facilitator explains the content of the training
- 4. Agenda All Questions, feedback & conclusion 9:13 AM- 9:15 AM Trainees, Facilitator Group Discussion, Presentation 9:06 AM- 9:13 AM Facilitator PowerPoint Presentation 9:02 AM – 9:06 AM Facilitator Welcome/Introduction 9:00 AM - 9:02 AM Owners Activities Time
- 5. Topics to Be Covered Describe adult learner characteristics Adult training techniques & strategies Adult teaching methods Practice session/ group activity
- 6. Learning Objectives To understand six the adult learner characteristics and utilize them to train employees To learn six adult training strategies and techniques and effectively use them to train adults To learn four Adult training methods
- 7. Adult Learner Characteristics Adult learners are independent in what they learn Adult learners have wealth of experience and like to share with others Adult learners are more interested in information & ideas that solves problems
- 8. Adult Learners Charac. Cntd. Adult learners are most interested in solutions that can be immediately applied Adult learners are intrinsically motivated to learn Adult learners are interested in topics that relate to development stage of their life
- 9. Adult Training Techniques & Strategies To maximize training effectiveness with adult learners: Create a supportive environment Meet trainees individual learning needs Make course content relevant and coherent
- 10. Adult Training Techniques & Strategies Communicate personal benefits of training Use training methods that require active participation Provide immediate feedback on practice
- 11. Adult teaching methods To appeal to different learning styles of adults use a combination of various training methods such as: Presentation/ Lecture Structured exercise/Role Play Facilitated group discussion Case Study
- 12. Practice Session-Group Discussion Group Exercise Form two groups of 5 members Read the case study provided, discuss and write two solutions on the flipchart to the stated problem
- 13. Conclusion Summarize major learning points Feedback Questions
- 14. References 1. Werner, Jon M. and DeSimone, Randy. (2006). Human Resource Development. Mason, Ohio: Thomson Southwestern. 2.Balaski, Brown,Leafaive, Moran & Tola.(2006). Five Star Communication Training Leader Guide. St. Paul, Minnesota: Metro State University
- 15. References Cntd. 3 . Belletti & Mihall (2007). Adult learning styles & training methods. FDIC ADR Presentation Handouts. Retrieved September 6, 2007 from http://www.visionrealization.com/Resources/Resource_Details/Adult_learning_principles.pdf 4. Levin, S. Joseph, Ph.D ( 2007). A set of papers focusing on the teaching of technical information to adults: Section 7. Retrieved September 6, 2007 from http://www.pested.msu.edu/PesticideApplicatorCertification/RTAT Manual/RTATSection7.pdf
Editor's Notes
- #8: 1. Engage adults in the learning process through discussion and asking probing questions. 2. Make use of adults experience to enrich the learning process, increase participation and retention of learning points 3. Provide training solutions that can be applied to solve adults problems. Adults do not learn for the sake of learning, they learn to use information to solve their immediate problem.
- #9: 1. Motivation to learn is not an issue with adults. They are motivated to learn as long as learning helps them solve their problem. 2. Understand the different development stages of adult learners. For instance adul learner, who is at senior executive level is more interested in strategic learning needs as opposed to first line supervisor, who may focus on the day to day operational activities of his group or department.
- #10: 1. Convey respect for individuals values and beliefs in the learning process 2. Listen to each person's questions and viewpoints. 3. Encourage trainees to support one another in the learning endeavors 4. Do not forget that individuals have different abilities, experiences and motivation. 5. Design a course and excercises that can be applied to real-life situations of the trainees
- #11: 1. Exlplain the benefits of training and how it relates to improving performance and career opportunites. 2. Make use of training methods that appeal to learning styles of adults. 3. Do not lecture too much to adults. Make the learning process interactive.
- #12: 1. Utilize a combination of methods to encourage active participation and retention of learning. 2. Use group discussion and case study to solve real-life situations. 3. Choose methods that appeal to learning styles of the trainees.