Adult Learning in Corporate Training & Development

Adults learn differently than children. Adults are often long gone from school and no longer have the patience for typical teaching techniques. You learn more practically, practically and realistically. Here are four useful tips for teaching adults.

Adults don’t learn until they feel they need to learn. If they feel the material is not relevant to what they need at work, they will not pay attention and therefore will not learn. As a trainer, you need to give them practical reasons to learn. Give them real-life examples of how they can improve their job performance

Adults learn better when they switch training methods – discussions, role-plays and case studies are particularly effective. Make sure you find different ways to make the training realistic and practical. Adults thrive on hands-on practice, so make sure the training is tailored so they can take it straight to the job and apply it. Give them realistic problems to solve. Find workplace problems that are similar to the situations they face.

Adults learn better in an informal setting. The training room should not have classroom-style seating. Participants should be encouraged to wear clothes they feel comfortable in. Be sure to encourage interaction and discussion to make the environment even more informal.

Adults learn better with follow-up. If possible, schedule a follow-up session and use questionnaires, surveys, and regular competency tests to determine what should be covered in follow-up sessions. Learning is rarely a one-time thing. It takes a variety of repeated learning methods to fully absorb the material.

To ensure adult trainees in your organization have the best learning opportunities during their training, follow these simple procedures. You give them the best chance to use material productivity at work.

Thanks to Charlie Bentson King | #Adult #Learning #Corporate #Training #amp #Development

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