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Six preferred learning styles for adults-Adapt your message for a better response. Children are like sponges, soaking up knowledge from everything they see, hear and do. Everything was new and our primary focus in our work and play was to understand and make sense of the world around us.
Over time, though, what we learned became — in and of itself — a barrier to new learning. More difficult, but not impossible. Behavioral scientists have identified five primary ways that adults learn differently.
Much of this research has been done over the past three decades, led by Malcolm Knowles and Stephen Brookfield. There must be a goal or outcome, as most adults will not learn for the sake of learning. Effective managers, trainers, and coaches allow learners to have a voice in shaping the learning experience.
Instead of telling a new employee what to work on, for example, a co-worker or manager should ask the new employee to self-select a focus area. Similarly, rather than telling an employee what went right and what went wrong on a recent project, an effective supervisor will ask questions to promote critical reflection.
These techniques vastly improve learning retention, skill building, and on-the-job application. In order for training to be effective, it is imperative for the instructional design of a training program to cater to these learning needs of adults.
Additionally, the benefits of the training should be communicated before, during and after training, with an emphasis on relevant outcomes. It is also helpful for trainers and coaches to understand the unique motivations of each participant.
If you are conducting meetings, leading training, supervising others, presenting work products or simply hoping to share what you know with others, you can also improve your effectiveness by understanding that adults have a preferred learning style.
While children can learn from information presented in any manner including those things we may not want them to learn!
Presenting information in a variety of ways can keep participants engaged by appealing to the six preferred learning styles or perceptual modalities of adults. Visual learners need to see simple, easy-to-process diagrams or the written word.
Aural learners need to hear something so that it can be processed. They may prefer to read aloud if presented with written material. They enjoy lecture format learning.
Print learners process information by writing it down.
They take a lot of notes, notes that they may never look at again. Tactile learners need to do something in order to learn it.
They are likely to avoid written instructions and dive right into a hands-on attempt to work it out. Interactive learners need to discuss learning concepts.
Kinesthetic learners learn through movement. Training exercises and role plays help. Giving people the flexibility to stand and move about the classroom also helps these learners. At a minimum, it is useful for you to know your own preferred learning style.
Knowing your style will help you consider mixing it up.
Most adults can tell you exactly how they learn best, as well as what learning methods feel deadly dull to them. If your workplace communication includes conveying your ideas to others, try to employ some of these techniques.
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Discuss, with your team, the types of control measures you would use to see how efficient and effective an employee is. ACC Week Two Learning Team Reflection (Difference between comparative and ratio analysis)ashio-midori.com · Making Meaning® rade One Team Meeting Agenda Team Reflection Meetings for Making Meaning ®: Facilitator Notes At the end of each Making Meaning unit, gather your team to reflect on student progress and plan for next steps.
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