I have a confession: When I am required to attend professional learning which I did not choose, I become that person…. I get there early, find my seat in the back row, refuse to move forward if there are empty seats and, generally speaking, do the bare minimum to conform. The good news is I know this about myself and when I design professional learning for others, I keep this in mind - because I know I am not the only one.
Here’s the truth: Adults resist learning more often than you would think—and it is not because they do not want to grow. It’s because traditional approaches do not always work for them…or the required session does not have anything to do with their current knowledge or job.
When adults resist learning, it’s usually due to past bad experiences with professional learning that did not meet their needs, time constraints, lack of relevance, and sometimes, even fear. Let’s take a look at some ways to engage even the most resistant of us:
Understand Why
The first rule of adult learning is that it must be meaningful and relevant to their current context. In the best cases, it solves a problem or immediate need. If you can understand what they need out of the training and provide a clear explanation of why they are here, you stand a much better chance of engaging reluctant learners.
Make It Relevant
Adults need to see the real-world impact of what they are learning (And by real-world I mean THEIR real-world..not what their managers think is their real-world). Connect the material directly to their roles and goals. Show how new skills will help them be more effective, solve problems faster, or advance their careers. If the new learning is of immediate utility, all the better.
Provide Voice and Choice
Autonomy is a powerful motivator for adult learners. Provide choices in how, when, and where they learn. Self-directed learning paths, on-demand content, or microlearning modules can turn reluctance into enthusiasm by letting learners take charge of their own development. Taking the stance that your employees cannot be trusted to do this is a death knell and a moment for you to reflect upon. If you can't trust your team to know what they need and engage in relevant learning, you have deeper issues to uncover.
Focus on Small Wins
For adults balancing work, family, and other commitments, additional learning may feel overwhelming. Break the material into bite-sized pieces, allowing them to achieve quick, actionable wins. Progress, no matter how small, builds momentum. Or as I like to say, ‘progress, not perfection.’
No one wants to waste time by attending a mandatory training session that does not meet their needs. Make an impact by thinking through a professional learning plan that takes into consideration the needs of adult learners. Need help? Contact me through LinkedIN.
Dr. Hope Dugan is a senior partner with K20Connect. When not developing, designing, and delivering bold professional learning experiences, you can find her at home with her husband and one very spoiled Cavalier King Charles spaniel. Want to learn more? Check out her website.