Workplace Learning Techniques for Adults

 In Courses, Workspaces

Workplace Learning Techniques for Adults

Adult learning (or andragogy), is the process of teaching adults how to improve their skills or knowledge. This is where adult learners are studying. This can be accomplished in a formal setting such as a trade school, higher education or apprenticeship. Adults who want to learn a skill can do this and continue education.

As they age, people become more independent and less dependent. The way they learn changes from being taught to becoming more self-directed. To fully engage in their training, they must be involved in its planning and evaluation.

Training is not something that can be done in a single way. It can be difficult to choose the right training method for your employees given all the options. We’ve created a guide to help you choose the right training method. It encourages engagement and growth. These examples will help you make your employee training methods stand out.

Multiple methods may be the best way to teach employees and keep them learning.

Different types of workplace learning

This article will cover the various learning styles in the workplace, including visual and auditory. It also includes some tips for learning development professionals and managers to help each learner succeed.

  • Style 1: “The Student”, (Visual & Verbal Learners).

These learners probably don’t like the big lectures at college. They prefer a more holistic learning environment that allows them to both hear and see the information. This type of learner is most successful when visual examples are used to support key points and stats.

  • Style 2: “The Independent”

Visual, non-verbal learners learn best when they are alone and in a calm environment. They can also get frustrated when there is too much to do or too many meetings. They can work independently and read documents, charts, and graphs without any additional instruction or guidance.

  • Style 3: “The Conversationalist”, (Auditory and Verbal Learners).

This type of learner, as the name implies, is best when they have back-and forth dialogue. These people love to meet up for coffee to discuss their ideas and to share their problems. They are also very skilled at writing responses and creating reports after discussing the details verbally.

  • Style 4: “The hands-on learner” (Tactile & Kinesthetic).

They are those who learn the most by doing. Because tactile and kinesthetic learners are primarily problem solvers through trial and error, they can be difficult to manage in some work environments. A calm environment that supports hands-on learning is the best way to manage people.

Many theories and techniques exist to help adults learn effectively. This makes adult learning a very important area of research for many experts. Learning styles for adults and children are quite different. Therefore, different methods must be used to ensure that learning is effective for adults.

Learn more about adult-learning tips and techniques

Adult-learning effectiveness is enhanced when there is a balance between old and new approaches. Here are some adult-learning tips and tricks to consider.

1. Informal learning is an integral part of formal education. Adults are experienced. They want to be treated like such and want to share their knowledge. Learning is best done through informal conversations and on-the-job experience. Learning curve will be improved by incorporating key informal learning activities such as tips for safe eating at home, and other safety tips.

2. Self-directed learning. This approach involves directing an employee to a specific resource.

3. Different styles are used. Adults learn in three ways. They can use visual (see it), auditory (hear and feel it), or kinesthetic (do it). You can communicate your message using each of the three learning styles. Any message can be enhanced by using pictures, stories, or hands-on activities.

4. Action is the only way to acquire knowledge. Learning through action is a great way to learn and it’s also a fun way of training.

5. Describe the benefits to each person upfront. Training programs should direct learners to appropriate resources that allow them to synthesize and make informed decisions from an extensive depository.

6. MBT (maximum brain/butt/bladder tolerance) MBT (maximum brain/butt/bladder tolerance) can take anywhere from 10-15 minutes to 45-50 minutes depending on the time of the day. Moving from data to information into knowledge requires the ability to think, question and then apply. Engage audiences through interactive activities and provide breaks.

7. The five-step model is the standard for structuring formal education.

  • Argumentation. Describe why this material is important and how it can be applied to your work.
  • Describe your objectives. Be specific about what the learners can do after they are done.
  • Activities. Find interesting activities for them to complete their objectives.
  • Evaluation. Ask key questions, quiz participants, and give reference tests.
  • Get feedback. Ask for feedback from learners to correct, confirm and re-enforce the instruction.

8. Be learner-centered Adults desire to be treated as capable, independent people. Allow them to make mistakes and provide feedback. However, ensure that they are learning the objectives. A quiz can be used to verify that the objectives were met and ensure a successful effort.

9. The following are key principles for adult learning. The four main principles adults expect from training are the ones listed above. Adults expect training to use their experience, readiness and ability.

Last Thoughts

To thrive in today’s workplace, you must learn. To keep up with technological changes and improve our careers, we all need to learn new skills. After you’ve chosen the most effective learning method, you can create a learning activity that teaches you essential skills and knowledge. Learn more by taking one of our courses or have us design a tailored program just for you and your team.

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