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Adult Learning Theory

Adult Learning Theory. Your Company Logo. What was your favorite adult level course and why?. Care to Share?. The Idea Behind Adult Learning. Children have limited life experience. Adults have a vast collection of experience.

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Adult Learning Theory

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  1. Adult Learning Theory Your Company Logo

  2. What was your favorite adult level courseand why? Care to Share?

  3. The Idea Behind Adult Learning • Children have limited life experience. • Adults have a vast collection of experience. • Adults know what works for them and want to be active in their learning.

  4. Components of the Adult Learning Theory

  5. The Goal • Adults are goal oriented. • They have an idea of what they want out of learning. • What did you want out of your favorite course? • Can you name a shared experience coaches and trainers have with their front line employees to set a goal? • What is that goal called?

  6. Relevancy • Adults need to know why they are following an action plan • New Hire goal? • Production Representative goal?

  7. Practicality • Adults need a reason for learning. • Knowledge for Knowledge’s sake doesn't work. • Ex. show how lowering talk time can reduce crt.

  8. Experience • Draw a correlation between new lessons and ones already learned. • Take a success or an opportunity from the past and relate it to current lessons. • The 1st question tonight was meant to do just that, bridge the gap.

  9. Self Direction • Let Front Line Employees guide themselves to success. • The best coachings include rep suggestions. • Get their buy in through participation.

  10. Respect • Adults respond better to respect than discipline. • Respect their experience and opinions. • Treat Front Line Employees as equals.

  11. Concepts to prepare for and measure success. • Motivation: Establish a rapport with the Front line Employee and set a tone during coachings. • Reinforcement: Positively reinforce correct use of the action plan. • Retention: Front Line Employees must retain what they learned in their coaching and be able to apply it. • Transference: The ability of the Frontline Employee to use the information outside of the classroom/coaching.

  12. Original question: What was your favorite adult level course and why?Did it have any of these elements?Care to share?

  13. Adult Learning Theory Review Coaching your Company Style!

  14. Give Them A Goal Coaches and Trainers have regular coaching sessions with our Front Line Employees to hone their skills and give them a goal we call their… Action Plan!

  15. Make It Relevant Our Front Line Employees want to know how their Action Plan is relevant to them. We let them know: New Hires = Graduation! Tenured Reps = MCIP and Career Advancement!

  16. Make It Practical Most adults don’t respond to knowledge for knowledge’s sake. The best action plans feature a skill that relates directly to a Front Line Employee’s work.

  17. Use Their Experience Our Front Line Employees have a wealth of experience just waiting to be used here at T-Mobile. The most successful coaching's and trainings incorporate the life lessons our Front Line Employees have already learned.

  18. Let Them Direct The best way to get a Front Line Employee’s buy-in on their action plan is to let them have a hand in deciding how best to achieve it.

  19. Show Respect Learners always want their viewpoint, experience, and opinion respected. In our coachings with Front Line Employees, respect is our greatest ally, its what makes the rep feel like an equal and ultimately makes us a team.

  20. Prepare/Monitor them for Success Motivation! Reinforcement! Retention! Transference!

  21. Growth within

  22. Adult Learning Theory Adult Learning Theory Practiced every day at: Your Company Logo

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