How Adults Learn

1. How Adults Learn

2. How Adults Learn Adults: 1. See themselves as capable of self-direction. 2. Are motivated when they see how training/feedback will help them. (Cont’d.)

3. How Adults Learn • Need reinforcement even if self-directed. • Learn best when they can link new knowledge and skills to knowledge and skills already learned. • 5. Have preferred learning methods. Look for a variety of Delivery Options practiced by Adult Learners.

4. How Adults Learn Preferred learning methods: • The methods practiced by effective Interviewers are learned in different ways depending on learning styles. • Experiment with learning styles to find the one that works best.

5. How Adults Learn V-A-R-K V = Visual A = Aural R = Read/Write K = Kinesthetic www.vark-learn.com

6. How Adults Learn • Visual Learners prefer information in the form of: • Charts or graphs • Diagrams • Symbols • Flow charts • Other presentation methods using color, symbols and other visual representations of information that can be presented in written form

7. How Adults Learn Auditory Learners prefer information that is heard. Present using: • Lectures • Tutorials • Tapes • Group discussions • Speaking / talking things through

8. How Adults Learn Read/Write Learners prefer information displayed as words. Present using: • Handouts • Text-based presentations • Reading and writing in all its forms

9. How Adults Learn Kinesthetic Learning… • Defined as “perceptual preference related to the use of experience and practice (simulated or real).” • “Connected to reality, either through experience, example, practice or simulation.” Flemming & Mills, 1992

10. How Adults Learn • For Kinesthetic Learners, present information using: • Role play • Presentations showing actual skills to be learned • Actual practice of skills to be learned

11. Adults Learn and Retain 10 % of what they read 20% of what they hear 30% of what they see 50% of what they see AND hear 70% of what they say themselves 90% of what they say AND do themselves

12. Adults Learn and Retain Conclusion: Use a variety of delivery modes in each feedback and let Interviewers direct the activity.

13. Adult Learning IS ISN’T Problem-Centered Task-Oriented Application Subject-Centered Memorization Knowledge

14. Principles of Adult Learning • 1. Adults tend to be self-directed. • Adults have a deep reservoir of experience. • 3. Readiness to learn is influenced by the need to know. • Learning motivation is internal/intrinsic. • 5. Pay attention to the first three principles and the fourth principle will occur.

15. Strategies Based on Adult Learning 1. Gain attention: Present a problem from the survey/work.

16. Strategies Based on Adult Learning 2. Describe a goal: Show why they are learning this and how it is relevant.

17. Strategies Based on Adult Learning 3. Stimulate prior knowledge: What new skills can Interviewers learn to build on their current knowledge?

18. Strategies Based on Adult Learning 4. Present the future: Structure feedback in the form of tasks and what to do going forward, not in concepts or procedures.

19. Strategies Based on Adult Learning 5. Involve the adult: Let him/her direct the application of the knowledge, using his/her own experience against real situations to solve the problem.

20. Strategies Based on Adult Learning 6. Throughout the feedback: Have all Interviewers exchange ideas and share results and experiences.

21. Contents/Structure Strategies • Use a variety of question styles • comprehension • application • analysis • synthesis • evaluation

22. Contents/Structure Strategies • Ask open-ended questions: How, who, what, when, and why? You learn a lot about the Interviewer! • Avoid closed-ended questions and those answered with yes or no. You learn very little about the Interviewer.

23. Contents/Structure Strategies • Use a variety of presentation methods • auditory • visual • tactile • participatory

24. Self-Directed Learning Self-direction: Learning in which individuals take the initiative, with or without the help of others, in diagnosing their learning needs, formulating learning goals, identifying resources for learning, choosing and implementing appropriate learning strategies, and evaluating learning outcomes - Malcolm S. Knowles

25. Self-Directed Learning Uses an entirely new vocabulary: Mentoring Inquiry Self-Discovery Coaching Learning by Doing Manual/Virtual Manipulation

26. Self-Directed Learning • Focus on Drawing Out Knowledge And Experience, Not Pouring In Facts.

27. Self-Directed Learning Strategy • More learning occurs informally among Interviewers, so encourage interaction and debate.

28. Self-Directed Learning Strategy • If people aren’t doing, they aren't learning. Let Interviewers experience hands-on practice, not listen to lectures.

29. Self-Directed Learning Strategy • Minimize passive learning and maximize learning by doing.

30. Self-Directed Learning Strategy • Present ideas and let Interviewers choose what to learn and how. • Present tasks and let Interviewers plan and carry them out. • Let Interviewers choose their pace for learning and allow for review when needed.

31. Self-Directed Learning Strategy The Result: Feedback is more effective because the Interviewer is an active director, not a passive listener.

32. Interviewers’ Role in Adult Learning OLD APPROACH: Absorb and memorize lots of technical points. Practice every example by rote. Remember all these examples and apply them. NEW APPROACH: Understand and discuss a concept. See examples of it and practice them. Apply it to any situation.

33. Interviewers’ Role in Adult Learning OLD APPROACH: Supervisor exposes what he/she knows to Interviewers. Interviewers must make transition alone to previous knowledge. NEW APPROACH: Interviewers apply what they know to discuss and compare experiences and learn from each other. Supervisor gives Interviewers starting points, points of reference.

34. Relating Adult Learning to New Generations • Generation X • Show how learning will increase their personal skills. • Give them autonomy to learn, but with specific goals. • Provide constant feedback.

35. Relating Adult Learning to New Generations • Generation Y • Show how learning will make them appear successful and prepared - a star. • Make the feedback process very high-tech, fun. • Give immediate gratification, fulfillment.

36. Relating Adult Learning to New Generations • Both Generation X/Y • Allow ability to multi-task. • Allow for short attention span and lots of input.

37. How The Supervisor Benefits From Adult-Based Training • Straight lecture-type feedback can be boring, numbing and exhaustive. • Interactivity can be exhilarating and fun.

38. How The Supervisor Benefits From Adult-Based Training • Opportunity to learn new skills and enhance the Supervisor’s value. • Varies supervisory tasks and offers something new to pursue.

39. How The Supervisor Benefits From Adult-Based Training • Opportunity to really help people, not just lecture them. • Increases success rate of Interviewers; allows more time for Supervisor’s own development.

40. Low Cost, Easy to Implement Adult Approach to Feedback • Supervisors can take basic and advanced communication courses. • Start monthly meetings where Supervisors trade ideas. • Start weekly conference calls with Supervisors from other companies. • Search out articles and ideas on the Internet.

41. Low Cost, Easy to Implement Adult Approach to Feedback • Order some books on coaching, communication and other training (buy used on Amazon). Share/trade books. • Supervisors can take other inexpensive courses. • Supervisors can develop their own training courses.