level of learning | Laurel and Associates

The better a man is the more mistakes he will make for the more things he will try.
Peter Drucker

One reason that participatory learning activities get a bad reputation is the fact that some trainers incorporate them solely to add an element of fun and excitement. For participants who are stretched thin at work and feel that every minute of training should be of practical use, having to participate in extended fun and games that have no relevance to the training content is a waste of their time.

Please avoid these three mistakes when thinking about participatory learning activities:

Mistake #1: Believing participatory learning activities are pure entertainment rather than a training necessity.

There are four reasons for using participatory learning activities, and none of these are merely the result of the curriculum designer’s whim:

1. Participants have to be actively involved to demonstrate their comprehension and ability to use their learned skills to apply, analyze, evaluate and create. If the desired learning level is higher than knowledge, the only way to achieve this is through participatory learning activities.

2. Brain studies have determined that the memory is based on emotions. The more senses involved, the more effective the learning and the greater probability of retention. That is why the “whole body” learning experience of participatory learning activities is so important.

3. Only participatory learning activities will satisfy the needs of different learning styles to do more than simply sit, listen and read the PowerPoint slides accompanying a lecture. They also enable participants to verbalize, have a hands on experience, and move.

4. Participatory learning activities are the best way for a trainer to determine if the participants are learning what they need to learn during the course of the training. At the very least, lecturers can check participant comprehension using questionnaires, pop ups, shout outs, or case studies.

Mistake #2: Thinking participatory learning does not belong in technical training.

Training based on an expert lecturer has been the paradigm for technical training. However, it is a mistake to think that the delivery of technical training needs to be driven by a subject matter expert rather than by the participants.

The subject matter expert is most significant during the design of the training program. Why? Design decisions regarding the training content, the desired level of learning, and the best way for participants to demonstrate their learning are all based on the subject matter expert’s knowledge and experience.

The other problem with this paradigm is that lecture can only achieve the learning level of knowledge. All higher levels of learning (comprehension, application, analysis, evaluation and creation) require participatory learning activities. In fact, programs that are intended to build technical skills have the greatest need for participants to demonstrate their new degree of competency in the classroom.

Mistake #3: Overlooking the recuperative power of energizers.

Learning is hard work. An energizer is a fast and simple way to reinvigorate participants when their energy starts to lag. This includes any brief participatory activity that physically engages the participants. The brain needs a lot of oxygen to function at peak efficiency. Getting participants up and moving around will cause them to breathe more deeply, resulting in more oxygen in their brains.

Have them stand up and throw balls to each other for the duration of a short upbeat song. Have them line up by the month and day of their birth and then count off to create new table groups. Plug in a relay race, where teams of participants need to identify key content that begins with each letter of the topic. All of these activities take only a few minutes and generate a lot of new energy in the group.

The decision to incorporate participatory learning activities is not based on a whim. The desired level of learning for the key training content determines the nature of the learning activities. Participatory learning activities are essential for successful learning in any training program. They are not intended, and should never be used, simply as gimmicks irrelevant to the learning objectives and the learning process.

May your learning be sweet.

Deborah

“An expert is someone who knows some of the worst mistakes that can be made in his subject and how to avoid them.“ Werner Karl Heisenberg

Whether you are a new or seasoned trainer, there are five mistakes you should avoid when you design your training programs.

Mistake #1. Not conducting a training needs assessment. Make sure that you know who your participants will be, why they will be attending, and what they are supposed to know or be able to do when they leave the training. Otherwise, you may end up providing the wrong training to the wrong people, wasting everyone’s time.

Mistake #2. Not identifying the desired level of learning. The fallback instructional method for trainers tends to be lecture, which can only provide knowledge. You need to know what the participants should be able to do when they leave the training. Based on that information, you can decide if the desired level of learning is comprehension, application, analysis, evaluation or creation- and select the appropriate learning activities to achieve that level.

Mistake #3. Cramming too much information into one training session. First, there is only so much information that learners can absorb at one time. Otherwise, they have cognitive overload. Second, the need to deliver lots of information tends to result in a long lecture, which will probably not accomplish the desired level of learning or meet the needs of other learning styles. Third, you need to manage your clients’ expectations and give them just-in-time training in effective adult learning principles. Focus on the critical information and provide reference materials to support the remaining information. This way you can take the time necessary to check for participant comprehension and give them an opportunity to apply what they have learned.

Mistake #4. Putting times on agendas. You need the flexibility to take more or less time when you need it, depending on the group. If you write times next to agenda items, some participants will start to worry if the session is not where the agenda says it should be. Save the participants from needless concern and yourself from unnecessary aggravation. Put the times on your agenda, not theirs.

Mistake #5. Placing all training information on Power Point slides. Training information belongs in the participants’ manuals or handouts. Power Point should only be used to augment the training, not deliver the training. It is an audiovisual on which there should just be a few points or pictures per slide that emphasize or summarize important content.

Following these suggestions will help to ensure that you train the right people at the right learning level with the right amount of information and the right learning activities.

May your learning be sweet.

Deborah

Category Archives: level of learning

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