The employees will have hands-on experience and be more knowledgeable when selling the product. For example, a company providing sales training for a new product could first show everyone how to properly use the product, and then allow them to test it out themselves. Training should provide practical solutions that are applicable to the participants’ jobs. If adults are going to spend their precious time, and sometimes even personal money, to take a training course, they want to be able to see how the training is going to improve their skills and increase their knowledge base and marketability. Actually doing the activity helps participants experience situations from different sides of the spectrum, but analyzing the activity shows them the lessons to be learned and allows them to take away some key points. One important aspect to remember with group activities like this is to discuss them as a class. They could also switch roles to see what it’s like on the opposing side. Then, you could present them with a scenario and have them play out the situation. Some effective ways to keep adult learners engaged include the following:įor example, if you are conducting a sales training course, you could pair up the participants and have one be the salesperson and the other a customer. Most people retain information more thoroughly and for a longer period of time when they can interact with the material.

Understanding the motivation adults have to learn as well as the most effective methods to teach them is critical to the success of your training programs, so here are five tips for improving your internal training programs and engaging participants. Adults and K–12 students have distinctly different learning styles, mostly because of life experience and maturity levels.įor the most part, adults choose to be in a learning environment they understand how the content applies to their lives, and they see a direct connection between learning the material and being more successful.

Adult learning on the job trainng