In tip no 1, I shared about the importance of knowing your outcome, about being conscious of what you hope to achieve from the audience. Today, we will talk about the importance of trainer profile and how it can make a difference in our delivery.
My mentor always tells me, "A good trainer is flexible enough to adapt to a different group of people with the same tools given to him/her." A friend told me a long time ago that "we can't use the same bait to catch a different fish". I think these 2 quotes are self-explanatory. Knowing the profile of the trainees in advanced allow us to customized the training workshop accordingly to achieve better results.
Firstly, let's understand the characteristics of adult learning.
1. Self-Directed. They do not generally need pushing like kids. More importantly, they do NOT LIKE to be pushed as if they are kids.
2. Application
Trainees are employees. The time they spent in the workshop can be spent in other tasks. Hence, they prefer topics/tools that they can apply in their work.
3. Experienced
They have a considerable amount of experience in the workforce. Trainers must acknowledge this and not to make them feel like 'recruits'.
In view of the above, it is important for trainers and facilitators, like you and I, to understand the Adult Learning Principle.
The adult learning principles is a guideline in professional development. For the benefit of trainees and trainers alike, it is best to keep these principles in mind when we design training programs. These principles are extracted for the sole purpose of giving the best learning experience to the trainees. This is 21st century learning.
1. Feedback
We need learn from feedback. So do the learners. It serves as an indication to how much they have learned. The best way to give feedback is using a Hamburger technique --> Compliment, Criticism. Compliment. Let's face it, many people do not welcome criticism. However we cannot avoid criticism if we are to get ahead. Hence, the hamburger technique softens the criticism and make the recipient more receptive.
2. Active Learning
Learning used to revolve around the teacher or trainer. In 21st century, if we try that same tradition, we are bound to fail. Today, learning has to be trainee-focused. Active learning happens when learners apply the knowledge and skills learnt from the workshop. There are various ways to implement active learning. Trainers can consider role playing, group discussion, demonstration etc. It really depends on the training topic conducted.
3. Reinforcement
Repetition is the mother of all skills until it becomes a habit. Reinforcement of topics can be done via activities or summarising before moving the next the topic/break.
4. Meaningful Materials
Most adults do not have the luxury of learning for the sake of learning. They are more driven to learn about things that matters to them or have a certain interest for them. Hence, they prefer materials that are related to their goals, needs, existing knowledge and/or experience. If trainers do not have a clue who is attending their workshop, then it is not possible to design a program that meets the learning needs.
5. Multi Sensory
Multi-sensory refers to the 3 senses such as Visual, Auditory and Kinesthetic. It is not easy to identify one from the other. Hence, trainers should have a balance in their workshops to cater for these 3 modes of learning.
Visual - Video, pictures, demo etc
Auditory - Music, explanation,
Kinesthetic - Role Play, Demo,
6. Open to negotiations
We need to provide some 'freeplay' for trainees in order to gain some participation. Do not force trainees into a group that they do not want. Alternative method that I always use will be "Do you think it's alright if you join this group?". Flexibility is key.
Other negotiable areas will be in terms of time for certain activity or break. Trainers need to be tactful in winning 'votes'. Ensure to cater a bit of timein the workshop planning in case they need more time. Do also ensure you have some activities 'in your pocket' in case they finish fast.
7. Problem-solving approach
The value of what they have learned can be determined by using the problem-solving approach. Problems should be realistic and related to what was covered in the workshop. This encourages them to be independent, creative thinkers. How they response is a trainer's gauge on how much they have learned. Further reinforcing can be done depending on this outcome.
The above principles are also known as FARMMOP. Without knowing the trainees' profile, the above will not be possible. However, if your client is unable to provide you with the profiles, it is not the end of the world. You can design a general program and adjust your delivery accordingly.
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