What works for me…
Teaching adults to learn requires some unique skills on the part of the facilitator and an understanding of how adults learn. In many cases, adults attend professional development programs to learn something new that will help them solve a problem and/or get ahead in their career. Certainly there are those of us who love to learn and always want to try out new skills or build our knowledge; but if you really think about it – we do so to continue to develop and get ahead in our careers.
Each time I run a training course, I find that as the facilitator I need to be flexible. Yes there is a curriculum of what will be covered in the program, but each individual in the class has their own goals of what they want to accomplish. Prior to each session, I send a brief survey (use SurveyMonkey – so simple!) out to participants asking them a few questions:
- What is your main purpose for attending this program?
- What do you want to accomplish at the end of the workshop?
- What would be a bonus for you if you could learn it by the end of the workshop?
- What else would you like me to know that would help in structuring the workshop so it is a success for you?
I rarely get individuals who won’t complete the survey before the workshop session. I also recognize that more than a day out of the office (heck, even a whole day!) is incredibly difficult and stressful for business folks. I’ll run sessions over 2 – 3 hour periods spread out over a week or two, or just run half-day sessions – it all depends on what the client wants to accomplish. Each workshop includes tools and templates (take-aways for back on the job) and action planning.
Sessions are always interactive. Especially as adults we like to learn from each. We have so much experience, there is much to share! Interactivity is through discussions and team activities. Sometimes people learn so much from the stories they hear! And I always start with some ice breaker – usually along the lines of individuals introducing themselves and talking about what they want to get out of the session. Sessions are concluded with a “what have I learned that I can take back to the job” activity. I send out an online survey for feedback about the session after the workshop has ended. It helps me to be sure I’ve hit the mark and met everyone’s (individual) needs. In addition, it gives me some great ideas for additional seminars!
For those clients that have been interested, I’ve set up a learning portal for those participants in the workshop to continue to share information and best practices. Plus, it gives them access to me if they have any questions or want to discuss a particular topic in more detail.
Remember – if you are going to hold workshops for adult learners – make sure you are designing your program to meet their needs. Everything learned must be applicable back on the job – that’s why they are there in the first place!
