Adult Learning and training

Adults learn:
10% of what they read
20% of what they hear
30% of what they see
40% of what they see and hear at the same time
50% of what they discuss
70% of what they experience
Thus, take an active approach to training:
Engage the trainee in the process
Then question and discuss the information
Finally, have the trainee do it.
It is important to discuss and demonstrate the correct way to do things.

How to Train:
Assume the trainee knows nothing and then cover everything.
Never skip steps or take shortcuts!
Follow these steps when training:
Explain, Demonstrate, Practice, Feedback
Step 1 Explain the procedure to the trainee
Present the information one step at a time. Try not to overwhelm the trainee with
too much information. When training for a specific procedure, explain the
process before showing them the procedure.

Step 2 Demonstrate the correct procedure
After you verbally explain the procedure, demonstrate it. This is a critical step
because the trainee is seeing and “locking in” on what the procedure (or product)
looks like. This step should be repeated several times until the trainee has a clear
picture of the process. This is a good time to check understanding by asking
questions.

Step 3 Have the trainee Practice the correct procedure
You can explain and demonstrate over and over, however, adults really learn
something if they have to do it themselves. Ask the trainee to do the procedure
(allow them to practice) and observe their performance. Practicing forces the trainee to abandon old ways and accept new ones. It is okay if they make mistakes, they will learn from those mistakes!

Step 4 Give Feedback on the trainee’s performance
Compliment what the trainee has done correctly and redirect any incorrect
actions. Continue to redirect the trainee until the procedure is correct. While
redirecting, ask the trainee, “If you had to do this over again, what would you do
differently?” The trainee will probably figure it out on his or her own. If not, ask,
“How does it look to you?” By redirecting, as opposed to jumping in to correct
the mistake, the trainee is allowed to solve his or her own problem. Thus,
learning is enhanced!
Again, redirect…do not jump in and verbally correct a mistake.
When you give feedback, find something positive to say.
Be specific in your criticisms
For example, never say, "You are doing it all wrong”. Instead say, “You missed
these three points…”
Give the trainee a vote of confidence, “I know you can do it! Be patient.”