eLearning is not different from other instructional methods in that in order to be effective it needs to be interesting to the learners. And by “interesting” we don’t necessarily mean fun, loud or colorful, at least not for the adult learners. While interactivity and games almost always make eLearning more engaging, other factors are more important to adult learners. And in today’s world of multiple distractors constantly competing for our attention, learners must genuinely want to complete the training for it to have successful outcomes.
So what do the adult learners want? Turns out, as responsible adults, they want to make the best of the limited time and resources they have. And this is true regardless of the type of training they take. It can be a regular sales training or a complex AI solution, the approach is still the same. Here are some questions that help learners decide if the training is worth their time.
Am I in control of my own learning?
When learners believe that they have some control over their own learning, they are more likely to take on challenges and to persist with difficult tasks, compared with those who perceive that they have little control over the learning outcomes. Offering a choice about what activities to do and how to do them can increase intrinsic motivation, provided that the number of options offered is not overwhelming. Higher levels of perceived self-control over the learning process usually comes with numerous positive outcomes. In the eLearning context, this means providing flexible timelines, offering multiple paths to complete the module, leaving the navigation unlocked, offering optional additional content, providing ways to return to certain portions of the training, etc.
How will I benefit from taking this training?
Adult learners appreciate an educational program that is well-organized and has clearly defined elements. The team working on the course must show adult learners how the content relates to their goals early in the training. Simply put, you need to show what’s in it for them and make sure they understand what personal benefits they will realize upon completion of the training. Make sure you explain the critical attribute (why the information is extremely beneficial on the job) to ensure they are fully oriented to learn and are ready to take in the knowledge you are sharing.
How is this content relevant to my work?
The learning must be applicable to their work or other responsibilities to be of value to them. This means, instead of focusing too much on the theory, find relatable concepts that apply in settings familiar to participants. And when doing so, make sure that the settings, scenarios, dialogs, and examples you create accurately reflect what the learners are seeing in real life. Otherwise, the training risks losing the element of relevancy and may seem redundant to the learners.
How does this help me better use the experience and knowledge I already have?
Adult learners come with a foundation of life experiences and knowledge that inevitably shape their understanding of the world around them. You can take advantage of this prior knowledge by making connections to the training content and allowing learners to draw on relevant prior experience. In addition, knowledge association (when participants are able to associate the new information with something they already know) is proven to aid in memorization and concept retention.
What will I be able to do with the knowledge gained in this training?
Adult learners want to be able to act on the knowledge received in the training. So, again, focus on practical applications and relevant experiences. Experiential learning allows adult learners to make practical use of their knowledge right away and apply it in a context similar to the way that knowledge would be used in real life. You can use experiential techniques, such as discussion, simulation, case study, and problem-solving to tap into the experiences of the learner and engage the learners around practicing the knowledge application.
How will this content help with my professional advancement?
The competing priorities of a modern workplace can make it challenging to dedicate resources to training. By providing a clear end goal that involves their professional development and career, you can effectively motivate the learners. Talented people generally want to advance in an organization. By showing how the various components of career advancement relate to the training you are offering, you motivate the learners to pay attention.
In summary, the following characteristics describe the training that adult learners want and like:
- Training that’s autonomous and self-directed
- Content that draws on the foundation of prior experiences
- Training that aligns with the learners’ goals
- Relevant material that reflects real-life interactions
- Training that can help with personal advancement and career goals
References:
https://alabamapathways.org/principles-of-adult-learning/
https://www.nap.edu/read/13469/chapter/1
They want to make the best of the limited time and resources they have. And this is true regardless of the type of training they take. It can be a regular sales training or a complex AI solution, the approach is still the same.
Offering a choice about what activities to do and how to do them can increase intrinsic motivation, provided that the number of options offered is not overwhelming. Higher levels of perceived self-control over the learning process usually comes with numerous positive outcomes. In the eLearning context, this means providing flexible timelines, offering multiple paths to complete the module, leaving the navigation unlocked, offering optional additional content, providing ways to return to certain portions of the training, etc.
You need to show what’s in it for them and make sure they understand what personal benefits they will realize upon completion of the training. Make sure you explain the critical attribute (why the information is extremely beneficial on the job) to ensure they are fully oriented to learn and are ready to take in the knowledge you are sharing.
The learning must be applicable to their work or other responsibilities to be of value to them. This means, instead of focusing too much on the theory, find relatable concepts that apply in settings familiar to participants. And when doing so, make sure that the settings, scenarios, dialogs, and examples you create accurately reflect what the learners are seeing in real life.
Adult learners come with a foundation of life experiences and knowledge that inevitably shape their understanding of the world around them. You can take advantage of this prior knowledge by making connections to the training content and allowing learners to draw on relevant prior experience.
By providing a clear end goal that involves their professional development and career, you can effectively motivate the learners. Talented people generally want to advance in an organization. By showing how the various components of career advancement relate to the training you are offering, you motivate the learners to pay attention.
