Anyone who has taught both adults and children professionally knows that adults learn very differently than children. Adults tend to bring more of a holistic view to the concepts and lessons, while people under the age of 18 often treat courses as items they are checking
Anyone who has taught both adults and children professionally knows that adults learn very differently than children. Adults tend to bring more of a holistic view to the concepts and lessons, while people under the age of 18 often treat courses as items they are checking off a list, as part of a degree for example. The great thing about adult learning is that adults can build on new concepts and understandings by bringing in their own personal experiences in life. A not-so-great thing about adult education is that when it comes to exercising new ideas and training the brain to use new systems, as children we naturally pick up on things and fill in the gaps as they get older but as adults we must push ourselves to acknowledge our current thinking and consider new concepts actively.
An experienced employee who has managed many employees in the workplace may naturally be reluctant or unmotivated to adopt new systems for handling their business at work; however, if their current techniques or behavior in the workplace raise a need for improvement in the area of sensitivity then something must be done to address any violations. That’s where (#Breakview) sensitivity training comes in.
When training adults, it is imperative to consider certain general prompts or reminders while facilitating a workshop or webinar. Some of the things I aim to always remember are:
*The adult learner must remain engaged in the lesson or the messages will not have as great effect on them.
*A workshop must have a clear structure understood by both the facilitator and the participant in order to eliminate some of the adult learner’s distracting thoughts about time.
*Facilitators must encourage partic