Training Adult Learners
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Hi, I created this presentation, a requirement assignment for Learning and Development Consltuant job. Check out the speaker notes for detailed description of each slide. Thanks, Girma Tola
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Week Lecture for review and information
Implementation
In previous weeks, you learned how to conduct an effective training needs assessment and initial steps of designing training, especially designing outcome-oriented learning objectives that become the road map for the next phases of training. You read the Domtar case and how Raymond Royer, the CEO, took initiative to develop employees; how he focused on developing strategic direction and specific goals that focused on (a) return on investment and (b) customer service. You also learned about appropriate training methods selection in the design and development phases.
The delivery methods and implementation of training are critical for the success of training in terms of employees’ engagement and motivation to learn. It is important to understand individuals’ learning styles to decide what methods are appropriate for a particular group of learners. To be more effective, training should include multiple training methods (e.g. lectures, brain storming, group work, discussions, role play, case analysis, simulations and games) and activities to motivate learners who have different types of learning styles, preferences, learning goals and personal expectations. Learner engagement is the key to learning. There are various methods you can use to engage and motivate learners for better results, such as role play, discussion, on-the-job training, simulation, self-directed learning, business games, case studies, team work, behavior modeling, etc.
Styles of Learning
People have different styles of learning. These learning styles help them to acquire new information and knowledge. There are many different learning styles but for simplicity they can be broken down into four major categories.
Watch these videos on Adult Learning Styles.
4MAT 4Business. (2010, July 15).
Three things every trainer should know about learning styles
[Video file]. Retrieved from https://www.youtube.com/watch?v=BhqtaYy-mIs
KroofConsulting. (2013, October 7).
Adult learning styles
[Video file]. Retrieved from https://www.youtube.com/watch?v=6eT44OlGdLk
Written Word
- Knowledge is acquired best through the written word. Reading is the preferred way of gaining knowledge.
Auditory
- Listening to presented information and retaining th.
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1. The document discusses a study on the flipped classroom method conducted at Inland Norway University of Applied Sciences.
2. Interviews with students and teachers found that the flipped classroom model provided flexibility for adult learners to prepare on their own schedule. Classroom sessions could then focus on discussion, group work, and applying lessons to practice.
3. Teachers reported that their role shifted from lecturing to facilitating learning processes and discussion. Students appreciated connecting the course material to their own experiences in leadership roles.
4. Recommendations for implementing flipped classroom include preparing learning resources and aligning classroom activities to learning goals, as well as facilitating student-centered active learning and collaboration.
Adult Learning Trends - NLC 2015 Conference
This document discusses trends in online learning and training. It provides an overview of key concepts like the differences between learning and training, Knowles' adult learning theory and assumptions, best practices for online training development, and the financial benefits of online training. It also presents a case study of how the Oklahoma Municipal Assurance Group partnered with LocalGovU to provide online training to its members, achieving increased course completions and a reduction in liability claims.
Training Concept & Org UEF
1. This document outlines a training of trainers program that will train 10 trainers to deliver modules to cooperative and association representatives.
2. It discusses training methodology including cooperative learning and how to organize training courses. Key aspects covered include understanding learning styles, the trainer's role, evaluation, and tips for effective training.
3. The document provides guidance on preparing and managing successful training courses, including planning, selecting participants, training facilities, teaching materials, and trainers.
Reflect on a facilitated training session you experienced that affec.docx
Reflect on a facilitated training session you experienced that affected you either positively or negatively. Describe the methods, tools, or strategies from the session that you would like to emulate, if the experience was positive, or avoid, if the experience was negative. Analyze the facilitated session in terms of the characteristics of adult learning and effective facilitation that you have learned about in the course and course readings. Then, explain the role the training played in improving your individual performance and whether or not the learning objectives and design supported overall organizational improvement.
Your initial post should be 250 to 300 words. Use this week’s lecture as a foundation for your initial post. In addition to the Blanchard and Thacker (2013) text, use at least one additional scholarly source to support your discussion.
Week Lecture to use for information
Implementation
In previous weeks, you learned how to conduct an effective training needs assessment and initial steps of designing training, especially designing outcome-oriented learning objectives that become the road map for the next phases of training. You read the Domtar case and how Raymond Royer, the CEO, took initiative to develop employees; how he focused on developing strategic direction and specific goals that focused on (a) return on investment and (b) customer service. You also learned about appropriate training methods selection in the design and development phases.
The delivery methods and implementation of training are critical for the success of training in terms of employees’ engagement and motivation to learn. It is important to understand individuals’ learning styles to decide what methods are appropriate for a particular group of learners. To be more effective, training should include multiple training methods (e.g. lectures, brain storming, group work, discussions, role play, case analysis, simulations and games) and activities to motivate learners who have different types of learning styles, preferences, learning goals and personal expectations. Learner engagement is the key to learning. There are various methods you can use to engage and motivate learners for better results, such as role play, discussion, on-the-job training, simulation, self-directed learning, business games, case studies, team work, behavior modeling, etc.
Styles of Learning
People have different styles of learning. These learning styles help them to acquire new information and knowledge. There are many different learning styles but for simplicity they can be broken down into four major categories.
Watch these videos on Adult Learning Styles.
4MAT 4Business. (2010, July 15).
Three things every trainer should know about learning styles
[Video file]. Retrieved from https://www.youtube.com/watch?v=BhqtaYy-mIs
KroofConsulting. (2013, October 7).
Adult learning styles
[Video file]. Retrieved from https://www.youtube.com/watch?v=6eT44OlGdLk
Written Word
- Knowled.
Midterm Student Feedback: Reflecting on Lessons Learned and Best Practices
This document discusses midterm student feedback (MSF) services, including:
1. A brief history of MSF and similar programs since the 1970s.
2. Common varieties of MSF programs and processes used.
3. The benefits of MSF for faculty, students, and faculty developers in improving teaching and learning.
4. Key design decisions for developing an effective MSF program, such as survey questions, conducting feedback sessions, analyzing and reporting results, and scaling the program.
Teaching methods
This document outlines various teaching methods, including their definitions, uses, advantages, and disadvantages. It discusses interactive teaching approaches like brainstorming, think-pair-share activities, and Q&A sessions. Specific methods covered in more depth include lectures, role-playing, case studies, and problem-based learning. Guidelines are provided for selecting teaching methods, preparing the learning environment, and developing effective case studies.
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Copy of step_professional_development_part_1
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LDM-2-SY-2020-2021-Lani.pptx
This document contains a teacher's portfolio which includes various sections such as individual learning plans for students, lesson plans, assessments, professional development activities, reflections, and evidence of engaging with students, parents, and other stakeholders. The teacher monitors student progress, provides feedback, and collaborates with colleagues to support student learning during the pandemic through various online platforms and modified instructional materials.
Cooperative learning
Cooperative learning involves students working in small teams to help each other learn. Key aspects include positive interdependence where students rely on each other to succeed, individual accountability, interpersonal skills like communication, face-to-face interaction to teach each other, and evaluating their teamwork. Effective cooperative groups have all students contribute, participate in decision making, trust each other, communicate respectfully, contribute ideas and ask questions. Benefits include more student engagement and motivation to learn as well as developing important collaboration skills.
DAPP141 session 4: Good teaching
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Training
The document discusses various aspects of preparing training sessions, including:
1) The overall structure and components of a training program, including needs assessment, course curriculum, delivery, and evaluation.
2) Models of learning, from unconscious incompetence to unconscious competence.
3) Factors to consider when planning training sessions, such as learning objectives, topics, prerequisites.
4) Different training methods like lectures, demonstrations, group activities, case studies, and role plays and when each is best used.
Self evaluation at CCHS February 2015
The document summarizes a self-evaluation of the curriculum at CCHS. It discusses the strengths and areas for improvement in four themes: 1) the rationale and design of the curriculum, 2) the development of the curriculum, 3) programs and courses, and 4) transitions between stages of education. Some key strengths identified include staff engagement in curriculum development and collaboration. Areas for development include further developing interdisciplinary learning, ensuring curriculum supports positive career outcomes, and improving tracking of student progress and skills development. The document outlines action points for school leadership and all staff to address areas for improvement.
Running head INITIAL REFLECTIONMays1INITIAL REFLECTIONMay.docx
Running head: INITIAL REFLECTION Mays1
INITIAL REFLECTION Mays2
Initial Reflection on Teaching and Learning
Shawnesty Mays
Walden University
May 14.2017
There are several practices that the instructors use that have encouraged me to take a deep learning approach. They include group discussions, multimedia presentations, and simulations among others. Group discussions allow students to interact with each other that have helped us to tap into our interpersonal intelligence a skill that is important beyond the classroom. Multimedia presentations such as PowerPoint presentation enables those of us who are better at learning visually understand a topic better. Our instructors provide us with choices by allowing us to choose a topic of discussion for our essay writing assignments. For instance, they allow us to choose an organization of our interest for certain assignments then discuss the assignment using this organization. They also provide us with a selection of books and materials to use in our assignments. They allow us to complete research on a topic of their choice within our area of study and report back to the class. By actively engaging us in the learning process using the above practices and many more, I am able to take a deep learning approach.
Most of my instructors use deep learning approaches. However, some surface learning approaches noted include; assessing our assignments for independent facts using short answer questions, emphasizing coverage of a topic at the expense of depth, and having a short assessment cycle.
The online surveys tell me that I can use several methods to enhance learning among my students. For instance, I should engage my students in the learning process as it increases their attention and focus. It also motivates them to engage in higher level of critical thinking as well as promote meaningful learning experiences. A student-centered approach increases opportunities for student engagement that results to achieving of course learning objectives for both the instructor and the students. Teachers should prepare ahead for classroom discussions in order to have a clear focus for the discussion and address important topics from a number of perspectives. They should also design effective evaluation strategies for their students’ and provide meaningful feedback.
My greatest worry is on how to handle students who do not value their education. I belive that students interested in learning are easy to handle since most of them have some focus on the learning process in order to achieve their personal and professional goals. However, those not interested in learning and have just been pushed by their parents to obtain degrees are a difficult lot to handle. I may be willing to help them but as long as they are not interested in the learning process and have no set goals it remains a challenge for me as a teacher who wants to see all her students achieve academic success and obtain careers of their choice. ...
Week 5 - Weekly LectureWeek Five LectureImplementation .docx
Week 5 - Weekly Lecture
Week Five Lecture
Implementation
In previous weeks, you learned how to conduct an effective training needs assessment and initial steps of designing training, especially designing outcome-oriented learning objectives that become the road map for the next phases of training. You read the Domtar case and how Raymond Royer, the CEO, took initiative to develop employees; how he focused on developing strategic direction and specific goals that focused on (a) return on investment and (b) customer service. You also learned about appropriate training methods selection in the design and development phases.
The delivery methods and implementation of training are critical for the success of training in terms of employees’ engagement and motivation to learn. It is important to understand individuals’ learning styles to decide what methods are appropriate for a particular group of learners. To be more effective, training should include multiple training methods (e.g. lectures, brain storming, group work, discussions, role play, case analysis, simulations and games) and activities to motivate learners who have different types of learning styles, preferences, learning goals and personal expectations. Learner engagement is the key to learning. There are various methods you can use to engage and motivate learners for better results, such as role play, discussion, on-the-job training, simulation, self-directed learning, business games, case studies, team work, behavior modeling, etc.
Styles of Learning
People have different styles of learning. These learning styles help them to acquire new information and knowledge. There are many different learning styles but for simplicity they can be broken down into four major categories.
Watch these videos on Adult Learning Styles.
4MAT 4Business. (2010, July 15). Three things every trainer should know about learning styles[Video file]. Retrieved from https://www.youtube.com/watch?v=BhqtaYy-mIs
KroofConsulting. (2013, October 7).Adult learning styles [Video file]. Retrieved from https://www.youtube.com/watch?v=6eT44OlGdLk
1. Written Word - Knowledge is acquired best through the written word. Reading is the preferred way of gaining knowledge.
2. Auditory - Listening to presented information and retaining the major portion of what has been heard.
3. Visual - Seeing pictures, diagrams, and illustrations enables the learner to grasp the concepts being presented.
4. Kinesthetic/Tactile - Involves touch and manipulative activities. Requires eye-hand-body coordination.
As you select a delivery method you need to keep in mind that by varying the methods you will be focusing on the different learning styles of your participants.
The outputs of the development phase serve as inputs to the implementation phase. The implementation phase’s output is the trainees’ response to training, the trainees’ learning, their behavior back on the job, and its effect on key organizational outcomes. These out.
Teaching adults[1]
This document outlines an agenda and objectives for a faculty development workshop on teaching adults in an online format. The agenda includes introductions, a discussion on using technology to teach adults, comparing pedagogy and andragogy, an overview of the PIE instructional design model, and how to measure outcomes beyond test scores. The objectives are to differentiate pedagogy and andragogy, identify adult learning principles, demonstrate knowledge of the PIE model, and understand how consistent course design impacts measurable outcomes.
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Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
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- 1. Training Adult Learners Presented by: Girma Tola September 2007
- 2. Welcome!! To Training Adult Learners Training Session
- 4. Agenda All Questions, feedback & conclusion 9:13 AM- 9:15 AM Trainees, Facilitator Group Discussion, Presentation 9:06 AM- 9:13 AM Facilitator PowerPoint Presentation 9:02 AM – 9:06 AM Facilitator Welcome/Introduction 9:00 AM - 9:02 AM Owners Activities Time
Editor's Notes
- 1. Engage adults in the learning process through discussion and asking probing questions. 2. Make use of adults experience to enrich the learning process, increase participation and retention of learning points 3. Provide training solutions that can be applied to solve adults problems. Adults do not learn for the sake of learning, they learn to use information to solve their immediate problem.
- 1. Motivation to learn is not an issue with adults. They are motivated to learn as long as learning helps them solve their problem. 2. Understand the different development stages of adult learners. For instance adul learner, who is at senior executive level is more interested in strategic learning needs as opposed to first line supervisor, who may focus on the day to day operational activities of his group or department.
- 1. Convey respect for individuals values and beliefs in the learning process 2. Listen to each person's questions and viewpoints. 3. Encourage trainees to support one another in the learning endeavors 4. Do not forget that individuals have different abilities, experiences and motivation. 5. Design a course and excercises that can be applied to real-life situations of the trainees
- 1. Exlplain the benefits of training and how it relates to improving performance and career opportunites. 2. Make use of training methods that appeal to learning styles of adults. 3. Do not lecture too much to adults. Make the learning process interactive.
- 1. Utilize a combination of methods to encourage active participation and retention of learning. 2. Use group discussion and case study to solve real-life situations. 3. Choose methods that appeal to learning styles of the trainees.