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1. Learning, Training & Development
Understanding the Employee as an Adult Learner
When introducing learning strategies into the workplace, it is important to base
these strategies on a good understanding of adult learning. Adult learning is a
complex topic with many theories and approaches. This section will focus on some
of the most widely recognized approaches and principles that are used in adult
education.
In this Section:
 Learning process - how new information is taken in and processed
 Learning style - the way adults prefer to learn
 Adult learning principles - the best practices in adult education
Learning process - how new information is taken in and
processed
Kolb and Fry (see Links and Resources below) developed a way of looking at the
adult learning process called the Experiential Learning Cycle. Learning is the
acquisition of new knowledge, skills and attitudes. Learning is seen as happening
in a cycle made up of four stages: concrete experience, reflective observation,
abstract conceptualization and active experimentation.
To put it simply, first the learner must experience something directly - concrete
experience. Next the learner reflects on the experience, comparing it to what s/he
already knows - reflective observation. The learner then thinks about his or her
observations and develops some new ideas about how things work - abstract
conceptualization. Finally, the learner acts on what has been observed and thought
about - active experimentation. The active experimentation stage then becomes the
basis of future learning. Complete learning happens when learner moves through
all four stages and the new knowledge, skills, and/or attitudes become the basis for
new behaviour.

2. Figure 1. Kolb and Fry's Learning Process
For your employee training and development program to be effective, each activity
should take the learner through all stages of the learning process.
How to apply the learning cycle to a training and development activity
You decide that as part of your employee training program you are going to
offer coaching on handling angry clients. How would the experiential learning
cycle apply?
Experience
You could present some content on the steps in handling angry people, followed by
a demonstration.
Reflect
The learners could be asked to discuss the information provided - what did they
observe in the demonstration, how do the steps in handling an angry client
compare to their current way of coping with such situations.
Think
The learners then might be asked to think about how they can use the information
provided to improve the way they deal with angry clients.
Apply

3. Finally the learners would do a simulation to practice handling angry clients.
You want to teach an employee how to research and write a report -
something she has never done before. What can the manager do to help the
employee learn by going through the learning cycle?
Experience
Show the employee a copy of a report that is well written and organized. Have the
employee read through the report.
Reflect
Discuss the merits of the report with the employee. Go over what makes it a good
report and where it could be improved.
Think
Show the employee some other examples of report writing styles and guidelines to
use in deciding upon the organization of her report.
Apply
Have the employee write a first draft of her report. Review the report and provide
detailed feedback for the next draft.
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Learning style - the way adults prefer to learn
How do you go about learning something new? If you were given a new computer
program to learn, would you read the manual first? Would you prefer to jump right
in and explore the program on your computer? Or, would you prefer to watch a
demonstration by an expert? The approach that you prefer when learning is called
your learning style.
Based on the experiential learning cycle, David Kolb (see Links and Resources
below) developed a Learning Style Inventory that is frequently used to identify an
individual's preferred way of learning. Kolb's inventory looks at how adults
perceive and process information. Kolb identifies two ways in which learners take
in new information. Some individuals prefer real life experiences and examples -
concrete experiences. Others like new information to be given in the form of
models or ideas - abstract conceptualization. Once the information is taken in some
individuals will prefer to process that information by doing something with it -

4. active experimentation. Others will prefer to observe what is going on and reflect
on information - reflective observation. In the Learning Style Inventory, Kolb
combined these different ways of perceiving and processing information to help
individuals understand the relative importance they place on the stages of the
learning process. By becoming aware of individual preferences in learning,
employee training and development programs can be designed to capitalize on
these preferences and help the learner to become competent in all stages of the
learning process.
Another simple and often used way of looking at learning style is based on the
learner's preference for visual, auditory or kinesthetic learning. The visual learner
prefers colourful material filled with charts, diagrams and pictures to support the
rest of the presentation. Auditory learners prefer to listen to presentations and
explanations, and then talk through the concepts with others. A kinesthetic learner
(sometimes referred to as tactile learner) prefers to learn new material by hands-on
activity. They will learn best when in motion - doing, writing, drawing and
walking around.
Learning strategies that allow all your employees to learn using their preferred
sensory mode will improve their learning.
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Adult learning principles - the best practices in adult
education
Malcolm Knowles, a pioneer in the field of adult learning, was the first researcher
to identify the characteristics of adults that impact on the way they learn. Knowles'
work and that of many other researchers has led to a lengthy list of adult learning
principles. Designing learning activity using adult learning principles will help
your employees make the most of the learning opportunity provided.