Adult learning

Learning

• Interactive, constructive, and transformative

• Involves process of acquiring knowledge, skills or both, manifested through behavior

• Relatively permanent change in behavior

Interactive, constructive, and transformative 

• Interactive: cannot happen alone; should have interaction with 1+ people 

• Constructive: make new things

• Transformative: growth

Involves process of acquiring knowledge, skills or both, manifested through behavior

Have to translate to behavior

e.g., effective training program

Theories of learning

Social learning, cognitive processes, adult learning

Social learning

Modeling

• Learning that occurs through observation and imitation of behavior of others

Cognitive processes

Information processing

• Individuals store and retrieve information or come up with novel or creative ideas to solve problems or make decisions

Adult learning

Inductive method

• Adult learners are motivated by a need to address specific learning issues that are relevant to them particularly if they can be immediately applied

Fundamental learning approaches

Deductive and inductive

Deductive

• Pedagogy

  • “ped” means child; “agogos”means guide or leader

• Refers to the art and science of teaching children – dependent learning and subject-centered education

• Other names: lecture, didactic approach, banking method

Inductive

• Andragogy

  • Greek word “aner” meaning adult

• It is the art and science of helping adults learn – emphasizes the value of individuals’ experiences

• Other names: laboratory method, experiential approach, evocative, dialogic

Adult learning principles

• Adult learner is the richest source

• Adults are motivated and not taught to learn

• Learners have unique way of learning

• Learners are self directed

• Learning can be emotional and intellectual

• Sometimes learning can be a painful experience

• Learning is a consequence of experience

• Learning is a cooperative and collaborative process

• Learning is an evolutionary process

Adult learner is the richest source

Their experience is rich in information and knowledge they can share

Adults are motivated and not taught to learn

Self propelled to learn what they are interested in; learning cannot be forced on them

• Explains why it’s hard to listen to class when you’re not interested

Learners have unique way of learning

• Each person will learn in their own way

  • Visual, auditory, through reading, actual hands on

Learners are self directed

Learn on their own pace and in their own conditions

Emergence of global classrooms, online classes, teach not through traditional teaching (lecs)

Learning can be emotional and intellectual

Learning changes what you know and it can be an emotional experience

Sometimes learning can be a painful experience

Unlearning an old knowledge can be hard and tough

Learning is a consequence of experience

Adult learners need to experience before learning

Learning is a cooperative and collaborative process

Work independently but also enjoy functioning interdependently

• Interactive process

Learning is an evolutionary process

Adult learners cannot be content with what they are already content with: there is always continuous learning, where prior learnings are improved

• Learning is lifelong

• Never a set figure

Learning styles and methods

Describe how individuals learn and like to learn

• Include cognitive, affective, environmental elements, reflect genetics, personality, motivation and environmental adaptation

Felder and Silverman's index

Categorized individuals according to their perception, processing, and understanding of information

• Like MBTI doesnt mean that you’re set as one

Perceiving

Sensory/ intuitive & visual/ verbal

Sensory learners

Prefer facts and concrete data

Intuitive learners

Prefer theories and principles

Visual learners

Prefer when visual data

Verbal learners

Prefer when given written or auditory

Processing

Active/ reflective

Active learners

Try things out and work with others

Reflective learners

introspection & thinking things through

Understanding

Sequential/ Global

Sequential learners

More linear, and therefore learn best when there is a steady progression of complexity

Global learners

More holistic and use systems thinking, , learn best when presented with the bigger picture first

David Kolb’s model of learning styles

4 learning styles: Accommodator, Diverger, Converger, Assimilator

Diverger

Individuals who learn through reflection, perform best when given the opportunity to

• Feeling + observing 

• “The Reflector”

• Think about the topic such as brainstorming and idea generation

• Learning Methods: Brainstorming, Watching demonstrations, Reflections, Journals, Discussions

Converger

Comfortable with abstract concepts and learn best through logic and reasoning

• Thinking + observing 

• The theorist

• Learning methods: reading, lectures, research, self study, instructor led settings 

• Filipinos are predominately assimilative and preferred guided lectures and readings

Accommodator

Prefer to learn by doing things and through new experiences

• Feeling + doing

• Activist

• Learning methods: hands on, computer, simulations, cases, SLEs, group discussions, role play, classroom

Assimilator

Comfortable with abstract concepts and learn best through logic and reasoning

• Thinking + observing 

• The theorist

• Learning methods: reading, lectures, research, self study, instructor led settings 

• Filipinos are predominately assimilative and preferred guided lectures and readings

Learning Methods

Identify the competency and identify the learning method 

Types of learning methods

• Classroom Training

• Computer-based Training (CBT)

• Online Learning

• Mobile Learning

• Assessment

• Job Experiences

• Blended learning

Classroom Training

Traditional, lecture-based, face-to-face, instructor-led

1. Lecture/Lecturette

2. Structured Learning Experiences

3. Professional Conference

[CT] Lecture/Lecturette

Content delivery, explanation of principles, concept models, research; lecturettes are simpler and encourage rapport

[CT] Structured Learning Experiences

Group dynamics and inductive learning

• Examples include Small Group Discussions, Case Studies, Role Plays, and Games.

[CT] Professional Conference

Large, formal meetings for professionals to discuss concerns, and developments, including workshops

Computer-based Training (CBT)

Interactive & self-paced computer programs via CD-ROM or the internet which rely on learning control, pre-designed materials, and required responses

• Includes game-based activities, simulations, tutorials, practice exercises, and case studies

Online Learning

Electronic materials & networked technology to connect learners and content.

• Requires intrinsic motivation, self-direction, and computer/technology literacy

Mobile Learning

Uses handheld devices (mobile phones, smartphones, media players, game consoles) with wireless access for learning anywhere, anytime

Assessment

Individuals learn from feedback on their behavior

Types of assessments

• Assessment Center

• Psychological Test

• Performance Appraisal

• Benchmarking

[Assessments] Assessment center

Trained observers make judgments in simulations

[Assessments] Psychological Test

Measure tendencies/predisposition

[Assessments] Performance Appraisal

Evaluate performance against criteria

[Assessments] Benchmarking

Comparing to an ideal/standard

Job Experiences

70% of learning comes from job-related experiences, 20% from interactions with others, and 10% from formal education or training

Blended learning

A combination of different learning methods to achieve objectives.

• Often associated with blending offline (traditional, classroom-based, face-to-face) and online/computer-based learning.