Jane Stephenson J. P. Consulting, Inc.

1. Integrating Learning Theory into Training Design & Delivery Jane Stephenson J. P. Consulting, Inc. Chelsea Baxter Jennifer Bentley Luke Sparkman

2. Workshop Objectives By the end of this workshop, • New trainers will understand several learning theories and have ideas on how to integrate them into a training session. • Seasoned trainers will have the vocabulary and a consciousness about using learning theories in training sessions. • Social Learning Theory • Cognitive Learning Process / Theory • Adult Learning Theory • Motivational Theories

3. What is Learning? • Learning is the act of acquiring new, or modifying and reinforcing existing knowledge, skills, attitudes, behaviors, or values. Merridan dictionary • Performance = M x KSAs x E

4. Conditions for Learning to Occur During training: • Participant input – when / how / where • Accommodate different learning styles Back on the job: • Provide opportunity to use training • Supply job aid • Ensure work environment supports use of skills

5. How do you feel right now? • Are you interested in learning about this for your career? • Do you feel proud of yourself for committing to being here tonight? • Do you feel loved? Included? • Are you concerned about your safety? • Are you hungry? Tired?

6. Maslow’s Hierarchy of Needs Unsatisfied needs motivate Self- Actualization Esteem needs Esteem Needs Social needs Satisfied Safety needs Physiological needs

7. Need Theories Maslow, Herzberg, Alderfer, McClelland • We are motivated by unmet needs • If basic (or hygiene) needs of a trainee are not met, will not be motivated to learn • McClelland: Achievement, Power, Affiliation Therefore, • Identify trainees’ needs • Communicate how program content relates to fulfilling those needs • Build in ways to share power, acknowledge achievement and work with others

8. Expectancy Theory Victor Vroom Learning is most likely to occur when believe: • Expectancy 1: Believe that effort will lead to positive performance • Instrumentality: Trainee sees link between performance & outcome • Valence: Trainees appreciates value of outcome Therefore, • Reinforce positive expectations • Emphasize value of training

9. Reinforcement Theory B. F. Skinner • People are motivated to perform or avoid certain behaviors because of past outcomes • Behavior – if rewarded will repeat Therefore, • Decide desired behavior and reward • Link rewards to changed behavior • Provide feedback throughout training

10. Goal Setting Theories Peter Tucker • Behavior results from conscious goals and intentions • Specific, challenging goals lead to high performance if people are committed Therefore, • Include: goals, objectives, action plan, verbal commitment Go 4 it ! 2016

11. Personal Application Motivation (Needs) Theories • Take a moment to jot down your ideas on how to use any of the motivational theories in development or delivery of a training program • Handout: column on right

12. xProcess of Social Learning Theory Attention Retention Reproduc-tion Reinforcement Consequence Match Modeled Perform 

13. Social Learning Theory Albert Bandura • Learn by observing others (models) we believe are credible and knowledgeable • The model’s behavior or skill that is rewarded is adopted by observer • Can increase self-efficacy Therefore, • Use demonstration, observation, role plays, group practice 

14. Personal Application Social Learning Theory • Take a moment to jot down your ideas on how to use Social Learning Theory in development or delivery of a training program • Handout: column on the right

15. Adult Learning Theory Malcolm Knowles • Developed out of need for a specific theory on how adults learn • Based on assumptions about adults: • Need to know why they are learning • Prefer to be self-directed • Bring work-related experience to class • Enter with a problem-centered approach • Are motivated extrinsically and intrinsically

16. Applications of Adult Learning Th

17. Personal Application Adult Learning Theory • Take a moment to jot down your ideas on how to use Adult Learning Theory in development or delivery of a training program • Handout: column on the right

18. Cognitive Learning Process Robert Gagne’ • Expectancy – objective of learning • Perception – stimuli • Working Storage – limiting • Semantic Encoding – cues / links • Long-Term Storage – connecting • Retrieval – cues to recall • Generalizing – application • Gratifying – reward

19. Implication of the Learning Process Therefore, Trainees need: • Objective to know why • Meaningful content • Engagement in multiple ways (consider learning styles) • Help committing content to memory • Opportunities to practice • Feedback / reward (value)

20. Personal Application Cognitive Learning Theory • Take a moment to jot down your ideas on how to use Cognitive Learning Theory in development or delivery of a training program • Handout: column on the right

21. Final Application With your table group: • Put your ideas together and prepare to share 2 of your best ideas on ways to utilize the theory given to you. • Consider classroom, OJT and/or online training.

22. Learning doesn’t just happen because we teach… Incorporate learning theories into your planning and delivery • Social Learning Theory • Cognitive Learning Process • Adult Learning Theory • Motivation Theory (needs, goal, reinforcement) It’s not a scam; it really works!

23. For more information: • http://www.instructionaldesign.org/theories/index.html • http://www.instructionaldesign.org/theories/andragogy.html • http://www.netmba.com/mgmt/ob/motivation/herzberg/ • http://www.netmba.com/mgmt/ob/motivation/mcclelland/