Adult Learning – the use of “Experience” Roy Swift, Ph.D., Executive Director, Workcred

1. Adult Learning – the use of “Experience”Roy Swift, Ph.D., Executive Director, Workcred

2. Introduction to Andragogy • Andragogy, also called Adult Learning Theory, is the art and science of adult learning. • The term was coined by German teacher, Alexander Kapp, in 1833. • The theory was later adopted by Malcolm Knowles, American adult educator. • Andragogy vs Pedagogy • “Adult-leading vs Child-leading.”

3. Assumptions • Self-Concept – moves from dependent learning to self-directed learning. • Adult Learner Experience – has a reservoir of experiences that is used as a resource for learning. • Readiness to Learn – when learning becomes more relevant, applies to social roles of a worker, parent, volunteer, leisure, etc. • Orientation of Learning – learning moves to immediacy of application (From subject-centeredness to one of problem-centeredness). • Motivation to Learn – learning moves from extrinsic-motivated to intrinsic-motivated (if one is successful in learning).

4. Principles of Andragogy • Adults need to be involved in the planning and evaluation of their instruction. More apt to take control of their learning • Assessments need to be conducted to see what experience adults bring to the learning environment. • Experience provides the basis to use as a resource for learning. • Courses are geared to the “average” that never “fits” anyone • Immediate relevance and impact creates the intrinsic motivation to learn. • The less relevance, the less intrinsic motivation to learn

5. Applications • Explain the reasons specific things are being taught. • Create a problem in which the content being taught will help to solve the problem. • Instruction should be task-oriented – what you will be able to do, not just what one would know. • Profiling individuals’ experience should be incorporated in the planning of the training. • All participants become trainers. • The teacher/facilitator needs to create a learning environment that allows learners to discover things for themselves– learning by doing. Mistakes should be corrected (assessment) to ensure proper learning.

6. Characteristics of Adult Teachers • Content Expert that can relate experiences • Clarity of explanation • Understands the holistic nature of the student to learn • Biopsychosocialcultural approach to learning • Empathy and a Caring Attitude • Humor • Cultural Awareness • Passion that raises “emotion” in the learner

7. Creating an Adult Learning Environment • Create an environment of “caring” among the students that facilities learning from one another • Increases the social interaction to learn from one another • Use the experiences of the students to teach content and show relevance • Conduct a Pre-survey to understand what knowledge and experiences the students possess. • Check for learning throughout the education and training to determine if learning is occurring.

8. Dewey’s Theory of Experience • Two principles of Experience • Continuity – experience a person has will influence his/her future, for better or for worse. • Interaction – refers to the situational influence on one’s experience • One’s present experience is a function of the interaction between one’s past experiences and the present situation • Receptiveness to learning related to the current learning situation and the past experiences of learning

9. Competency Based EducationAn Adult Learning Tool • Competencies • increases the transparency of what one is to learn • Can be broken down into knowledge, skills and abilities • Are stackable to ensure efficiency of learning • are measurable so assessments can be easily constructed and ensures the individuals understands the expectations • Communicates to employers/customer what one can “do” in addition to what they “know”

10. Andragogy • Views learning as an internal process – the individual takes the “input” from external sources and organizes it according to their experiences to create “learning” • Methods that involve individuals thru self-directed inquiry will produce the greatest learning and will be retained.

11. Self Directed Learning • Requires a positive past experience with learning • Competence builds intrinsic motivation to self-direct • Requires foundational knowledge upon which to self direct • Basic knowledge of how to access resources associated with the content

12. Lester ThurowAmerican Economist “The skills of the workforce are going to be the competitive weapon of the 21st century. Brain power will create new technologies, but skilled labor will be the arms and legs that allow one to employ the new product and processing technologies that are being generated. Skilled people become the only competitive advantage.”

13. Economic Development of a Country Building Human Capital is crucial to developing quality Services and is the KEY to economic growth of a country Research indicates that the differentiating factors between well developed countries vs developing countries Availability of high quality specialized business and professional services Availability of “credentialed” personnel and professional standards Need for skills training and the verification of those skills

14. Focus of Economic Development In the Past Production and automation Product In the Present Economy People are the focus Competent workers are key People provide the credibility and competitive edge

15. Professional/Occupational skills While education provides the general knowledge and skills that contribute to human capital, there is increasing need to identify, validate and assess professional skill standards (specific knowledge and skills) to stimulate economic growth. Creation of a National Credentialing Center to build a quality workforce in Zambia Improves employability and earning power Improves recognition from corporations outside of the country Increases the mobility of workers within the country and outside of the country

16. for more information Workcred Headquarters 1899 L Street, NW Washington, DC 20036 www.workcred.org Roy Swift, PhD Executive Director Workcred rswift@workcred.org 202.331.3617 www.workcred.org