The Trainer’s Role in the Adult Learning Environment

The Trainer’s Role in the Adult Learning Environment

Your role as a facilitator of knowledge exchange is to ensure that your adult learners “get it.” Anything less means that you failed to meet their learning needs. You can have all the knowledge in the world between your ears; however, if you cannot effectively communicate it in a way that allows your learners to “gain it, retain it, recognize and recall it and use it,” they will likely leave the room feeling cheated.

The Trainer's Role in the Adult Learning Environment

To ensure that there is a transfer of learning from you to learners during training, and ultimately to the workplace, you must act as a conduit in the knowledge exchange process. Your challenge is to make everything you do learner-centered since your participants are the only purpose for your being there. Without your learners, you are not needed in the learning environment. To accomplish all this, actively engage learners from the beginning of the session or workshop and continue to do so at various points throughout the session. Give them information, let them experience and apply it, and then review the information or concepts periodically.

The key to effective learning is to not only provide information but also show participants how to apply it outside the classroom. Do not assume that they will get it on their own since they might be distracted, confused by your approach or explanation, or simply may not understand a key point. Give examples, build in activities where they can discuss and process information (small group discussion, problem-solving, role-play, demonstrations, and open-ended question forums) to draw them in and verify that they grasp your meaning.

Above all, when you design and deliver information, apply brain-based learning concepts such as motion, novelty, sound/music, color, and engagement to maximize learning potential.

The Trainer’s Role in the Adult Learning Environment by The Creative Trainer – Robert W. Lucas, Awarding Winning Author, and Blogger

For additional ideas on how to effectively design brain-based learning events, actively engage learners and reinforce key concepts while helping ensure positive learning outcomes and transfer of learning, get copies of Training Workshop Essentials: Designing, Developing and Delivering Learning Events That Get Results, The Creative Training Idea Book: Inspired Tips and Techniques for Engaging and Effective Learning, and Energize Your Training: Creative Techniques to Engage Learners.

Experiential Learning Techniques Help Adult Learners with Transfer of Training

Experiential Learning Techniques Help Adult Learners with Transfer of Training

Experiential Learning Techniques Help Adult Learners with Transfer of Training

Adult learners, like their child counterparts, learn best with they are actively engaged in an accelerated (experiential) learning environment in which brain-based learning concepts are being applied.

Experiential Learning Techniques Help Adult Learners

By getting learners to actively participate in the learning process, a facilitator can better ensure that the assimilation of ideas and information will more likely result in the transfer of training.

If you want more information on how to apply brain-based learning concepts identified by brain researchers to training, get a copy of my book, The Creative Training Idea Book: Inspired Tips and Techniques for Engaging and Effective Learning.

Learn This Blogger – Robert W. Lucas

Robert W. Lucas is an internationally-known author and learning and performance expert. He specializes in workplace performance-based training and consulting services. Furthermore, he has four decades of experience in human resources development, management, and customer service in a variety of organizational environments. Robert Lucas was the 1995 and 2011 President of the Central Florida Chapter of the American Society for Training and Development (ASTD).

Robert W. Lucas has lived, traveled, and worked in 28 different countries and geographic areas. During the past 40 years, Bob has shared his knowledge with workplace professionals from hundreds of organizations, such as Webster University, AAA, Orange County Clerk of Courts, Walt Disney World, SeaWorld, Martin Marietta, all U.S. military branches, and Wachovia Bank. In addition, Bob has provided consulting and training services to numerous major organizations on a variety of workplace learning topics. To contact Bob visit his website at www.robertwlucas.com or his blog www.thecreativetrainer.com.

Creative Accelerated Learning Training Activities Aid Adult Learners

Creative Accelerated Learning Training Activities Aid Adult Learners

Creative Accelerated Learning Training Activities Aid Adult Learners

A key element of accelerated or experiential learning is that participants are actively engaged in the learning process and working with one another. One of the easiest ways to accomplish this is to build movement and engagement opportunities into your training design.

Creative Accelerated Learning Training Activities Aid Adult Learners by The Creative Trainer – Robert W. Lucas, Awarding Winning Author

By applying brain-based learning research on how the human brain most effectively gains, retains, recalls and uses what it learns (e.g. using environmental elements like color, sound, smells, repetition, movement, and others) in the development of these activities, a facilitator can enhance the chances that what someone learns will be applied later (transfer of training).

Here are some common learner engagement activities to involve adult learners:

  • Ice breaker activities or games to introduce a topic and allow for interaction at the beginning of a learning event.
  • Interim review activities did approximately every 15-20 minutes to reinforce learning content to that point.
  • Training review activities are done at the end of a session to bring closure and reinforce concepts identified during the session.
  • Team building activities designed around session content to help teach and reinforce session related concepts and to bring learners together as a cohesive group. This is especially valuable if learners are part of a workgroup and can apply the team building concepts on the job.
  • Small group brainstorming to address questions, issues, and situations presented to the group.
  • Small group discussion breakouts to allow participants to analyze the results of an activity they have completed or an assigned challenge.
  • Individual task assignment in which learners create lists, essays, or produce other forms of written products that are shared with their peers and the facilitator or used later (e.g. an action plan or journal).

For thousands of creative brain-based learning strategies and techniques to enhance your adult learning training environments, get copies of my books: The Creative Training Idea Boo: Inspired Tips and techniques for Engaging and Effective Learning, Energize Your Training: Creative Techniques to Engage Learners, and Creative Learning: Activities and Games That Really Engage People.

Accelerated Learning Techniques Can Lead Adult Learners to Increased Transfer of Training

Accelerated Learning Techniques Can Lead Adult Learners to Increased Transfer of Training

Accelerated Learning Techniques Can Lead Adult Learners to Increased Transfer of Training

No matter what term(s) you apply to accelerated learning (e.g. brain-based learning, active learning, discovery learning, experiential learning, interactive learning, or transformational learning), the ideas and techniques behind the concept are solid.

Accelerated Learning Techniques Can Lead Adult Learners to Increased Transfer of Training by The Creative Trainer – Robert W. Lucas, Awarding Winning Author

By actively engaging adult learners in the classroom and providing an opportunity for them to become active participants, you set up an environment where their brain neurons are stimulated. Through the use of adult learning techniques, you potentially allow your learner’s brains to more effectively gain, retain, recall, and use what they experience (transfer of training).

If you want to learn more about applying brain-based learning strategies to training and how to incorporate various elements into the learning environment, get a copy of my book, The Creative Training Idea Book: Inspired Tips and Techniques for Engaging and Effective Learning.

Learn This Blogger – Robert W. Lucas

Robert W. Lucas is an internationally-known author and learning and performance expert. He specializes in workplace performance-based training and consulting services. Furthermore, he has four decades of experience in human resources development, management, and customer service in a variety of organizational environments. Robert Lucas was the 1995 and 2011 President of the Central Florida Chapter of the American Society for Training and Development (ASTD).

Robert W. Lucas has lived, traveled, and worked in 28 different countries and geographic areas. During the past 40 years, Bob has shared his knowledge with workplace professionals from hundreds of organizations, such as Webster University, AAA, Orange County Clerk of Courts, Walt Disney World, SeaWorld, Martin Marietta, all U.S. military branches, and Wachovia Bank. In addition, Bob has provided consulting and training services to numerous major organizations on a variety of workplace learning topics. To contact Bob visit his website at www.robertwlucas.com or his blog www.thecreativetrainer.com.