How do adults learn?
Although we can force adults to attend a training course, yet we can’t force them to learn what is presented in such a training course. We can’t push adults to learn, yet we can make them pull the learning benefits, by triggering their motivation about the presented topic. Although many books and theories were written about such a topic, yet the fact remains that adults' learning depends on many factors, of which adults desire to learn is one of such factors. Keeping this in mind, in this blog, I will share with you how to optimize adults’ learning experience, and approach it effectively, by applying the following:
- Adults can’t be forced to learn unless they choose to do so because they evaluate the benefits of the proposed learning experience, and ask: what is in it for me? if the answer to such a question is positive, they will be naturally motivated to learn, otherwise, they will decline to learn.
- Adults are motivated to learn new KAS, if it helps to enhance their performance, and overcoming operational challenges and deficiencies.
- Adults' learning experience must tackle specific and well-defined learning concepts, to prevent confusion and accelerate comprehension.
- Adults need continuous feedback and encouragement, to adjust their performance, during the learning process, and adapt in to the process successfully.
- Adults view learning as a tool, which positively impacts their self-esteem; provides the opportunity to interact with others; motivates to achieve desired results; and shine their "professional ego".
- Adults are intrigued by new ideas and concepts, and triggers their curiosity to learn, especially if related to their daily work, and helps to improve the quality and efficiency of the working cycle.
- Adults need to work in a “blame-free” environment, to feel safe and secure from being pointed at, and motivated to apply the newly obtained KAS, without reluctance or fear of criticism.
- Adults view learning experience as an opportunity to express themselves and share their experience with others. This is so, because they have a wealth of experience, and feel proud to share it with others. So, learning tools should focus on this matter.
- Adults learn through the systematic and structured learning experiences, to end up with a valid learning outcome.
- Adults prefer self-learning techniques, to integrate learned concepts with existing KAS and experience.
- Adults thrive on feedback, to adjust their performance and expectations. Feedback should be precocious and concise, and in timely fashion.
- Adults learn differently, as each one has his preferred learning style. Such preferred style does not reflect strength or ability, as much as it reflects how adults approach learning.
- Adults learn by doing because of their experience and maturity.
Nizar Baidoun (CT, MBA, BCom, DCS)
Trainer & Consultant
Online profile @ kw.linkedin.com/in/nizarbaidoun
Blog page @nizarbaidoun.blogspot.com/
From Kuwait, Kuwait
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Oh dear! You have missed the most significant information. All our systems, particularly our nervous systems, participate in every learning. Till very recently, it was believed that the development of the brain stops at mid-teens.
Nay, it is false. New brain cells can generate at any age. This is the core theme of neuroplasticity. So, convince your trainees first that aging is a myth. Stagnation or degeneration of learning ability is also a myth.
From India, Delhi
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174Nay, it is false. New brain cells can generate at any age. This is the core theme of neuroplasticity. So, convince your trainees first that aging is a myth. Stagnation or degeneration of learning ability is also a myth.
From India, Delhi
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Adult learning principles.pptx
Two Learning theories.pdf
Copy of LEARNING HISTORY.doc