Adult Learning Principles
What motivates us to learn? As children, we are excited to learn anything
new. Everything seems so interesting and fascinating. However, as adults
we often want to spend our limited time learning only those things that are
most important to us. We usually only have time to receive quick
instructions and then apply what we have learned. Often times our best
learning happens through trial and error. In addition, we all have our own
experiences and preferences that influence our ability and desire to learn.
Understanding these differences and the principles to adult learning will
give you better insight into the techniques that are most effective in training
others.
KEEP IN MIND…
There are some key principles to consider when you are conducting
training to adult learners. The following adult learning principles will allow
you to gain an understanding for how adults learn and what motivates them
to learn.
Principle #1: Adults must want to learn the subject.
Adults learn effectively only when they have a strong inner
motivation to develop a new skill or to acquire a particular type of
knowledge.
Principle #2: Adults will learn only what they feel is a “need to learn”.
Adults are practical in their approach to learning. They want to know
how the training will help them immediately, often called “WIIFM”-
What’s In It For Me? If you want an adult to learn, you must teach
him or her simply and directly what he or she wants to know:
Trainers should set expectations for their adult learners. For
example: “This is what you will do, this is how you will do it, and this
is why it works?”
Principle #3: Adults learn best by doing.
Retention of new knowledge or skills is much higher if the adult has
immediate and repeated opportunities to practice or use what they
have learned.
Principle #4: Adult learning centers on realistic problems.
Adults learn much faster if you provide specific problems, draw from
business experience, and work out practical solutions from which
skills may be learned. This is often referred to as discovery learning.
Principle #5: Experiences will impact adult learning.
Adults have had experiences in life which can be both beneficial and
detrimental to the learning situation. What they learned from their
experiences are valuable and can be built upon.
Principle #6: Adults learn best in an informal environment.
Adults prefer to learn in casual and interactive environments. As
opposed to sitting an associate down in an office to discuss new
training, you should create a comfortable and casual environment.
This allows for open communication and an environment where the
learner is comfortable asking questions and soliciting useful
information.
Principle #7: Adults need various different methods of learning.
Remember that we all learn differently. It is important to modify your
teaching technique to compliment the trainee’s learning style as well
as the goal you are trying to accomplish. For example, if you are
communicating a task or giving background information on a
process, the most effective teaching method is straight telling. If you
want to change behavior or ask for ideas from the trainee, you must
involve the learner actively in the process. Some adult learners learn
better visually than audibly and vice versa. Using different methods
also, may keep the trainee interested and motivated.
Principle # 8: Adults want feedback and guidance, not grades.
Adult learners want to know how they are doing, how might they
improve and solutions for improving their attitude or behavior. Adult
learners enjoy achieving success and they should be encouraged to
measure their own progress based on clear expectations.
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