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Adult Learning Basics was created to assist in training SME's to become familiar with how adults learn, and what they can do to improve their training skills.
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Basics of Adult Learning and Effective Communication
Adult Learning & Training Basics
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Objective: Describe the components of adult learning
Basic adult learning principals Learning styles Engaging your audience
Objectives
Objective: Identify ways to reach your audience• Target audience demographics• Knowledge and literacy levels• Effective communication techniques
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Identify the Adult learning Principals and Styles
Tools to Teach Engage Participants Know your Audience Effective Communication
Overview
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Andragogy:
Process of helping adults learn
Focused on the learner, not on the teacher
Adult Learning
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Adults learn differently from children
Adults require different training approaches
Effective instruction = understanding how adults learn best
Understanding the Adult Learner
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Self-directed
Have more life experiences and knowledge
Need the material to be relevant
Practical
Characteristics of an Adult Learner
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Keep in mind: Learning is a continual process People learn at different speeds
Remember to: Enhance the learning experience Decrease barriers that keep adults from
learning
Motivating Adult Learners
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Principle:Adults bring a wealth of knowledge and experience which they want to share.
Technique:Encourage participants to share their knowledge and experiences. Include activities that utilize their expertise.
Adult Learning Principals & Techniques
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Principle:Adults are decision makers and self – directed learners.
Technique:Include problem solving activities.
Adult Learning Principals & Techniques
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Principle:Adults have different learning styles that must be respected.
Technique:Provide multiple ways for participants to learn the material.
Adult Learning Principals & Techniques
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Principle:Adults want to participate rather than just listen to a lecture.
Technique:Create a participatory learning environment with various types of activities.
Adult Learning Principals & Techniques
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Principle:Adults are motivated by information or tasks that are meaningful and applicable to their jobs.
Technique:Relate the content and skills to the participants’ jobs.
Adult Learning Principals & Techniques
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Principle:Adults prefer training that focuses on real-life problems.
Technique:Relate content to problems that participants encounter in their jobs.
Adult Learning Principals & Techniques
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Principle:Adults expect their time during the training to be used carefully.
Technique:Follow a realistic time schedule.
Adult Learning Principals & Techniques
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Principle:Adults feel anxious when participating in a group that makes them look uninformed, either professionally or personally.
Technique:Avoid criticism. Acknowledge all contributions by participants.
Adult Learning Principals & Techniques
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Principle:Adults learn best in a positive environment where they feel confident and respected.
Technique:Create a positive environment by providing positive feedback and showing respect to all participants.
Adult Learning Principals & Techniques
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Principle:Adults come from different cultures, life styles, religious preferences, and backgrounds.
Technique:Respect all differences and encourage participants to respect each other as well.
Adult Learning Principals & Techniques
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Visual Auditory Kinesthetic
Observing ListeningSpeaking
PracticingTouching
3 Basic Learning Styles
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3 Basic Learning Styles
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3 Basic Learning Styles
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3 Basic Learning Styles
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3 Basic Learning Styles
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10% of what we see 30-40% of what we see & hear 90% of what we see, hear & DO!
Everyone learns from all three styles, but one usually dominates
Training should involve all 3 styles
Adult Retention
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Use a blend of training methods and materials to reach the greatest number of learners.
Interactive Lectures Discussions Exercises Presentations Manuals / Handouts Videos
Summary of Learning Styles
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4 Critical Elements of Learning
MotivationReinforcementRetentionTransference
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Create participatory learning situations Use a variety of presentation styles,
media, exercises and activities to keep interest
Change pace and / or activity every 30 minutes
Change seating arrangements Use examples that participants can
relate to their jobs
Engage the Participants
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Encourage participants to contribute their experiences
Use humor when appropriate Allow for differences of opinion Keep participants alert
Engage the Participants
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Interactive Lectures Group Discussion Group exercise Role Play Quizzes Using Questions Energizers
Methods for Engaging Participants
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Participants practice using new knowledge and skills in simulated exercise
Exercises can be scripted or improvised Follow up discussion
Role Play
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Use quizzes to reinforce learning Help to keep participants involved,
engaged and interested Add variety to presentation Can be a game or challenge
Quizzes
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There are 3 types of questions:
Close – ended
Open – ended
Probing
Using Questions
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Generate short, finite answers (yes / no) Do not encourage discussion Limit what participant says Gain a final answer, conclusion or confirmation Examples:
◦Is it X…?◦Have you ever…?
Close – ended Questions
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Generate descriptive answers Encourage discussion and participation Promote sharing of experiences and
knowledge Examples:
◦How can you…?◦What are some ways…?◦Why would you want to…?
Open – ended Questions
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A probing question is an open-ended follow-up question intended to elicit a thoughtful answer.
Allows for a deeper dive into the subject. Examples:
◦What did you mean by xxx? ◦Why do you think this is the case? ◦What would have to change in order for…?
Probing Questions
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Maintain a deliberate silence Repeat or rephrase the question Use body language / eye contact Encourage answers Give examples Answer the question yourself
When Participants Do Not Respond
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Energizer: a short, fun activity that breaks up periods of concentrated learning
◦Can be a physical activity
◦May not be related to the training topic
Using Energizers
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Type of Energizer How it Engages Participant
Physical Maintains energy and attention (especially after lunch)
Team Building Builds rapportEducational Reinforce content and assess
learningMental Provides a problem to solveFun Highlights special skill or
talent
Types of Energizers
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Consider: Avoid Energizers that:Cultural / Organizational context
Cause embarrassment
Participant backgrounds and expectations
Provoke disagreement
Training goals Disrupt flow of learningTime constraints Take too longRoom layout / number of participants
Using Energizers Effectively
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Design training to meet participants needs
Choose the right participants Omit content not relevant to the audience Define technical terms as needed
Know Your Audience
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Experience Skills Job / Position Education Knowledge New responsibilities Training needs
Know Your Audience
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What are their goals of attending?
What are their learning styles?
What tools do they need to succeed?
Know the Needs of Your Audience
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Use a “get-to-know-you” exercise or ice breaker
Use a pre-assessment form or quiz
Ask participants to share their expectations of the course
Getting to Know Your Audience
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Voice Eye Contact Listen Body Language
Effective Communication
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Sets the tone of the presentation or training
Shows enthusiasm Encourages participation Provides positive reinforcement Project your voice & vary your pitch Speak at the audience’s technical level Use a comfortable and friendly tone
Use Your Voice
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Shows you are interested in the topic and the audience
Find out:◦Are participants engaged?◦Is there understanding?
Eye Contact
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Use pauses to allow participants to ask questions and respond with comments
Listen to what participants are saying / asking
Always repeat questions from participants for all to hear and for clarity of the question
Use silence to help manage the training
Listening Skills
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Facial expression should be warm, friendly and enthusiastic
Use hands naturally while speaking◦Keep hands out of pockets
Move around the room◦Provides variety◦Helps to ease anxiety
Body Language
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Basics of Adult Learning and Effective Communication
Adult Learning & Training Basics