Adult Learning Theory Review
Adult Learning TheoryYour Company Logo1What was your favorite
adult level courseand why?
Care to Share?2The Idea Behind Adult LearningChildren 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.3Components of the Adult Learning Theory
4The GoalAdults 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?5RelevancyAdults need to know why they are following an
action planNew Hire goal?Production Representative goal?
6PracticalityAdults need a reason for learning.Knowledge for
Knowledges sake doesn't work.Ex. show how lowering talk time can
reduce crt.7ExperienceDraw 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.8Self DirectionLet Front Line
Employees guide themselves to success.The best coachings include
rep suggestions.Get their buy in through
participation.9RespectAdults respond better to respect than
discipline.Respect their experience and opinions.Treat Front Line
Employees as equals.10Concepts 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.
Original question: What was your favorite adult level course and
why?
Did it have any of these elements?
Care to share?
12Adult Learning Theory ReviewCoaching your Company Style!
Give Them A GoalCoaches 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!
Make It RelevantOur 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!
Make It PracticalMost adults dont respond to knowledge for
knowledges sake. The best action plans feature a skill that relates
directly to a Front Line Employees work.Use Their ExperienceOur
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. Let Them DirectThe best way to get a Front Line Employees
buy-in on their action plan is to let them have a hand in deciding
how best to achieve it.
Show RespectLearners 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.
Prepare/Monitor them for SuccessMotivation!
Reinforcement!
Retention!
Transference!
Growth withinAdult Learning TheoryPracticed every day at:Adult
Learning TheoryYour Company LogoWhen I'm Sixty-FourSgt. Pepper's
Lonely Hearts Club BandThe Beatles
