Tips for Training Adults
Focus on one concept at a time: Adults tend to learn in a step-by-step way, so presenting too much at once can be overwhelming. Break your content into small, manageable parts and move through them slowly and clearly.
Give participants time to take notes: If you're talking while they're writing, they're likely missing key information. Pause after making a point so they can jot down what's important. This helps them retain the material and stay engaged.
Don't rush through the session: Adults need time to reflect and think about how the information connects to their job or life. Adding short pauses or group activities can help make the training feel more relevant. During a discussion or partner activity, learners can talk through what they've learned and apply it to a real scenario.
Set up your space that helps people stay focused: Try not to place distracting items in the front of the room—especially anything colorful or interesting that isn't being used yet. Keep those items off to the side until it's time to introduce them. This keeps attention on you and the topic at hand.
Make the content relatable: Adults learn best when they can connect the material to something they already know or have experienced. Bring the lesson home by giving examples from real job situations. Better yet, ask your learners to share examples from their own work. This not only makes the content stick, but it also makes the session more interactive.
Apply adult learning principles: To be most effective, apply core adult learning principles during your training. Here are a few to keep in mind:
- They don't just want to be told what to do. Adults need to understand how the information connects to their job. They must be able to think through how to apply what they're learning in real situations.
- They're often learning to solve a problem or deal with change. Unlike children, who might learn just for the sake of learning, adults usually seek out training to cope with a challenge or change in their role.
- They learn best when the material connects to their past experiences. When you can link new information to something they've already done or dealt with, it becomes easier for them to remember and apply it later.
- The training must feel useful. Adults want to know the information they're learning has real-world value. If they can't use it on the job, they're likely to tune out. Make sure the material matches their needs and responsibilities.
By keeping these tips in mind, you can create a training experience that not only teaches but also respects how adults prefer to learn. This leads to better engagement, stronger retention, and better results in the workplace.
Knowledge Check Choose the best answer for the question.
3-7. Which of the following is an important adult learning principle?
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