How do adults learn?
Although we can force adults to attend a training course, we can't force them to learn what is presented in such a course. We can't push adults to learn, but we can make them pull the learning benefits by triggering their motivation about the presented topic. Although many books and theories have been written about this topic, the fact remains that adults' learning depends on many factors, one of which is their desire to learn. Keeping this in mind, in this blog, I will share with you how to optimize adults' learning experiences and approach them 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 this 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 overcome operational challenges and deficiencies.
- Adults' learning experiences 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 to the process successfully.
- Adults view learning as a tool that positively impacts their self-esteem, provides the opportunity to interact with others, motivates them to achieve desired results, and enhances their "professional ego."
- Adults are intrigued by new ideas and concepts that trigger their curiosity to learn, especially if related to their daily work and help 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 experiences as opportunities to express themselves and share their experiences with others. This is because they have a wealth of experience and feel proud to share it with others. Learning tools should focus on this matter.
- Adults learn through 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 precise, concise, and timely.
- Adults learn differently, as each one has their preferred learning style. Such a 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.
Professional trainers and consultants should be aware of the above matters to cater to them in their service delivery to ensure results delivery. I strongly feel that working with adults is a challenge and requires talent. Adults can't be forced to learn anything they are not interested in. If adults are not sold on the benefits of the proposed learning, it will be a waste of resources for the company to apply such a learning experience. This is why we often wonder why we do not see a beneficial ROI on the training conducted!
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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Neuroplasticity and Learning
Oh dear! You have missed the most significant information. All our systems, particularly our nervous systems, participate in every learning process. Until very recently, it was believed that the development of the brain stops in the 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.
Regards,
From India, Delhi
Acknowledge(0)Amend(0)
174Oh dear! You have missed the most significant information. All our systems, particularly our nervous systems, participate in every learning process. Until very recently, it was believed that the development of the brain stops in the 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.
Regards,
From India, Delhi
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Two Learning theories.pdf
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E - Learning and the Use of Technology in Training - PPT 8.ppt