Mousumi Ghosh

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Teaching Adults Is it Different?
Presented by Mousumi Ghosh Tr.Instructional
Designer Kern Communications 21/06/08
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Session Objectives

• What is adult learning theory?
• How is pedagogy different from androgogy?
• What are the four principles of adult learning?
• How to put these theories into practice?

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Who is an Adult Learner?

• An adult learner is a socially accepted person
  who is involved in any learning process.
• Learning process can be any type of formal
  education, informal education or
  corporate-sponsored education.

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Why Adults Learn?
To keep up with the growing competition.
To acquire new skills.
We learn
As part of job training.
For self-improvement.
For financial growth and benefits.
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What is Adult Learning Theory
Malcolm Knowles (1978, 1990) is the theorist who
brought the concept of adult learning to the
fore. He determined the principles of androgogy.
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Pedagogy V/s Androgogy
Pedagogy Androgogy
It is the method of teaching children. It is the method of teaching adults.
Learners are dependent. Learners are independent.
Learners have less or no experience to share, hence teaching becomes didactic. Learners are experienced, hence teaching involves, discussion, problem solving etc.
Learners learn whatever the curriculum offers. The content has to be modified according to the learners need.
Teachers are required to direct the learner. The learners are self-motivated. Learners need teachers to guide them.
Learning is curriculum oriented. Learning is goal oriented.
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Principles of Adult Learning

• Adults need to know why they need to learn
  something
• Adults need to learn experientially
• Adults approach learning as problem-solving
• Adults learn best when the topic is of immediate
  value

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Principles of Adult Learning

• Learning should be
• Motivational
• Experiential
• Problem-solving
• Of immediate value

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Motivational Learning

• Learning should be motivational
• Learning should be meaningful
• The learner should be able to see the end-result
  of any training program

Example
If I attend this training and perform better Ill
get a hike in my salary.
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Motivation Learning
You are working in ABC company. A training
program has been scheduled, where you will be
trained on MS-Word Application. Let us see the
reaction of different employees who are short
listed to attend the training program.
Scenario
This training program wont help me much, Im
quite competent in MS-Office already!
They should provide training on RoboHelp, thats
what I need to know to be an efficient technical
writer.
Oh great! I can brush up my MS-Word knowledge in
this training program.
Looks like another boring training session! Gosh,
I dont need training in MS-Word, any how I use
notepad to scribble notes.
Content Writer
Programmer
Instructional Designer
Technical Writer
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Experiential Learning

• Learning should be experiential
• Learners should be asked to learn by exploring
• It is highly effective in corporate training
• Learners learn by doing

Example
A new application has been launched. You need to
familiarize with it. You learn by exploring.
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Experiential Learning
Rita works as a front office executive in a
mobile store. She has to attend a training
program where she will be taught how to handle
customers. Two of the participants are asked to
volunteer to role-play, one as front office
executive and the other as a customer.
Scenario
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Problem-Solving

• Learning should be
• Solving any problem drives learning
• This principle works best for medical students
• A problem is posed so that the students discover
  that they need to learn something new before they
  can solve the problem

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Problem-Solving
You are asked to teach how to make TOC and
mail-merge in MS-Word application. How will you
proceed with task.
Scenario
Hmm I need to learn it first , in order to teach
it to others!
Steps to proceed with the task What do I
know? What am I being asked? Need to learn the
thing first, practise it, perform it and the
finally teach it.
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Problem-Solving
Example
Medical students are asked to practice operating
on dead bodies and then they actually operate
live beings.
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Immediate Value

• Learning should be of immediate value
• The training program should have direct bearing
  upon their job
• The training program should be able to step-up
  the job search process

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Immediate Value of Learning
Assume that you and your colleagues are part of a
training program, which involves receiving
training on typing lesson. Look at what some of
the people in that organization had to say.
Scenario
Typing lesson, well I dont need it, cause I
dont have to type huge articles or write
anything at all! This a complete waste for me.
Typing lesson, well sounds great, anyway I type
like a tortoise. I guess this training will help
me hone my typing skills.
I think I seriously need to attend this training
session. Quick typing will make my work much
easier!
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Utility of these Principles

• Lay down clear objectives of the course (need and
  motivation)
• Inform how they can make the most of training
  (motivation/immediate value)
• Just do not present learning materials but pose
  problems so as to induce learning
  (problem-solving)

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Utility of these Principles

• Include assessment and provide immediate feedback
• Offer reward or certificates after the successful
  completion of the course (immediate value)
• Give real life examples, simulation
  (experiential)
• Use diagrams wherever needed

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Wrap-up

• Learning is a continuous process
• Learning is motivation driven
• We learn to keep up with the growing need of the
  industry
• We learn to compete
• We learn better where we are asked to express our
  experiences and prior knowledge

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