5 ways learning changes when you are an adult.

Adults learn differently from children. Therefore, training providers who adopt appropriate teaching techniques for adult learners will have more effective training sessions.

1. Adults have more self-direction and motivation and want to choose how they learn.

Adults have to see the benefits and purpose of learning. Learning programmes should clearly demonstrate what value the learner acquires to encourage engagement. Adult learners prefer being able to control how and when they learn.

2. Adults use their life experience to facilitate learning

Adults have more life experience than children. Adult learners rely heavily on their experiences when they engage in learning and benefit from training programmes that accommodate this.

Content that draws from real-world examples, relatable scenarios and that build on direct experience, will lead to a better understanding of the subject. However, the experience that learners draw from may be irrelevant. Therefore, it is important that they have access to sufficient learning materials.

3. Adults are focused on achieving goals and guidance.

Adults enter the learning process focused on results. They need to know how the information will help them achieve their goals, whether personal or professional. Adults are able to set clear, achievable goals for themselves and engage with the content to reach their goals. They are also open to learning from role models and understand that an experienced role model can help them to acquire new knowledge faster and simultaneously avoid common mistakes.

4. Adults need to know how the information is relevant

The relevance of the information within the training programme must be highlighted in order to effectively engage adult learners. This is to ensure that learners commit themselves to learning, because they see how it will benefit them.

While some learners may enjoy learning for the sheer joy of acquiring new knowledge, adults are far more likely to engage with learning that is relevant to their objectives.

5.  Practical examples, real-world scenarios and problem-solving.

Training that utilises practical examples, real-world scenarios and problem-solving requires learners to access their experience and knowledge. This helps them to be engaged and achieve learning objectives.

Conclusion

In the words of Michel Legrand “The more I live, the more I learn. The more I learn, the more I realise, the less I know.” Continuous learning should always be a part of organisational culture to encourage employees to acquire more skills. Master Builders KwaZulu-Natal Training Academy helps you to identify areas for growth and match these areas to suitable courses. Contact the Association to learn more.

Heidi Kilian

Head: Training Academy