Process Improvement Training and Andragogy

If you are a process improvement instructor, just like your friends here at EZSigma Group, you inevitably teach adults. We all know how difficult and complex the task of teaching adults can be. But do you know why teaching lean and six sigma to adults can be a challenge at times? Andragogy is the art and science of making learning work for adult learners. It has its roots back in the 50's when theorist and practitioner in adult education Malcolm Knowles started studying how adults better retain and enjoy training. It has become extremely important not only to master the technical aspects of training in process improvement, but also to deliver contents on lean, six sigma, and other quality tools and methods. Think about the last time you attended a classroom session. Was the instructor extremely knowledgeable but incapable of delivering the contents properly or was the instructor effective in teaching you less content, but in a manner that was quality-focused and concrete? Malcolm Knowles identified six factors that contribute to training effectiveness when it comes to adult learners. Learn from and remember them in your next training session!

1. Adults need to know why they need the training they are receiving. You may think they know, but many in our adult learning audience simply show up without knowing what is going on. This is most common in large organizations that deliver compliance training. Explain why your session is important to their work.

2. Adults have a great sense of being self-directed. They need to be involved in the learning process and feel responsible for being there. Work with them before the training starts (if at all possible) or adjust as you go.

3. Adults need to draw learning from real life experiences. Delivering theories that adults cannot relate to is a complete waste of time and resources. For example, make the link between the concept of the eight wastes and how workers can apply them to their workplaces.

4.  Adults have far more life and work experiences than youth. This needs to be respected and considered when delivering training. Acknowledge the learner's experiences and bring them to the discussion table.

5. Adults are problem- or task-centered. Make the point that the new knowledge will enhance the learner's ability to resolve issues at work (and in his/her personal life) . This technique will dramatically increase the learning experience.

6. Adult learners are motivated to learn by extrinsic and more importantly, intrinsic motivators. Learning from your audience what it is that will make them pay attention to your session is half the battle to deliver content that will stick.

There are literally hundreds of articles on adult education on the web. The point of this post is to create the awareness that quality instructors should not take adult learning for granted. Delivering a quality training session or program asks for thorough consideration of how adult learners retain knowledge.