As training professionals we all are aware of the real differences between the two learning styles. But do we really apply our knowledge of the effectiveness of andragogy in our programs? Malcomb Knowles, a predominant authority in the adult learning world, stresses the use of Andragogical style in adult learning programs.
This of course is important to trainers because we are predominately working with adults. It’s important in training to lead and direct a training, but let the group come up with their solutions and their own and keeping the training relevant to the problem we are trying to solve.
How many times as trainers do we put up a Powerpoint slide show, pass out some material and then start a lecture — pedagogical learning to the hilt.
Rather than this type of approach, lets get our folks into groups, present the current problem for that day and see what solutions or ideas they can come up with? This might be a little more time consuming but it’s so much more effective.
The principle difference in Pedagogy V Andragogy is that in Pedagogical style the teacher or instructor assumes full responsibility for what is taught and how it’s learned, and the teacher/instructor evaluates learning. In the Andragogical style: the learner is self-directed, the learner is responsible for his/her own learning and self-evaluation is characteristic of this approach. In the Andragogy style, the learner is the beneficiary, making the learning process much more fun, exciting and challenging. This in turn helps the training stick — and isn’t this why we train in the first place?
I am just pointing to the benefits of andragogy in adult learners. There are several more benefits and differences. For more information and an easy look at the differences between these two styles follow this link. http://www.floridatechnet.org/inservice/abe/abestudent/andravsped.pdf – it’s a nice chart showing the differences.
Comments to this post are welcome.
Next Topic will also be on adult learning and task analysis.
Any thoughts on topics you’d like to see here are welcome also.
Happy Training!
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Jack Shaw is a communicator who does training and has been in the trenches as well as in management and development areas. His priority is how to communicate credibily in the workplace.
Wasn’t sure where to post this question.
I’ve actually convinced one of my program areas to conduct a pilot training course before running the course for open enrollment. We are targeting certain levels of employees to attend the pilot session. What kinds of questions should I be putting to these attendees to get the most of this opportunity? I have some questions regarding the specifics of the content. And I thought I would ask them on a daily basis if the flow was logical or if it built on knowledge they already had. I also thought I would ask them what they learned that was new; what did they already know for each session. Any other ideas would be apprciated.
Hi Jo
Before I start a training, I try and get a sense of what the trainees feel is needed. You can do this by doing a small survey or interview of 10-15 questions pertaining to the problems you see in the organization, ask for these to be returned within a brief period of time – 3-5 days you can have them email or send the results to you. Then design the training around the survey and what you need to train on (according to SME’s or CEO’s – they will have an idea of where the training should be directed and of course your needs analysis and gap analysis). Ask the trainees what they know and then when you start the training sessions I give brief quizzes on the topic to make sure they are paying attention and learning so gear the questions towards your training topics. If they understand just continue on. Another hint Start the training with a brain teaser – this gets them thinking and paying attention – it doesn’t have to pertain to the training either. I hope this helps and let me know how things are going.
Leigh
Thanks for the quick response. I guess I wasn’t very clear on what I was looking for. We have done the needs assessment and are preparing lesson plans to meet objectives. I am looking for a series of questions to ask participants when we run the first course (the pilot) to get feedback to fine-tune the course before offering as an open enrollment. These ‘students/superintendents’ are being handpicked to be the first class. I was thinking of asking things like:
1. Was the depth of the session appropriate for a new superintendent?
2. Were there topics that should have been included?
3. Did the learning activity increase your understanding of the topic? Which activity stands out in this regard?
Was wondering if there is a list of pilot course evaluation questions that is widely used.
Jo
Jo,
Sorry for the misinterpretation, I don’t know of any standard set of test questions for a pilot program however, you seem to be on the right track, I’d concentrate on the relevance to what’s being taught, can what’s being taught be improved, What else is needed in the course and so on. You have the right idea though and you might look at Langivine stuff (I think it’s spelled right), and ASTD info lines might be helpful also. I hope this helps.
Leigh