Being a music fan, I often make references to music in my workshops. Recently a learner said, “I never have all the time I want to design training.” My reply, of course, was “You can’t always get what you want, but if you try sometimes…” well you know the rest, or maybe you don’t. This classic Rolling Stones line was met with “huh?” from at least half of the class.
Yes, they’re here! Gen X and Gen Y in the classroom. This, and many other incidents like this, have lead me to find the answer to the following question: “Do the Adult Learning Principles we use, developed by Malcolm Knowles in the ’70′s, still apply today?”
A quick recap of some of the adult learning principles reminds us that adult learners:
- Want to control their own learning.
- Need to know why.
- Want to see the relevance and the benefit in what they are learning.
- Want to participate.
- Have a strong need to maintain their self esteem.
- Do not want their time wasted.
So which of the above principles are still relevant today?
ALL OF THEM! The Gen X’ers and Gen Y’s that I know might even have a stronger need for those principles. They want the “need to know” and they want it now! Don’t single them out or embarrass them in front of peers and don’t waste their time with “busy-work.” So, I guess what I am saying is, we don’t need to recreate the wheel. As training professionals let’s continue to design and deliver training following the principles of adult learning and let’s recognize the learning preferences of a new generation of employees in the work force.
“So what should we do differently?” you ask, to meet the learning needs of Gen X and Gen Y.
First, be aware that their best learning time is afternoon and into the evening, so you may not get their best work in an 8:00 a.m. class. They also prefer flexibility when it comes to scheduling training. If possible, provide the option of two half days of instruction instead of one full day. The younger generations love access to information – years of surfing the net have shown them how to find what they need. Maybe we should be teaching them where to find information rather than giving it to them. Gen X and Gen Y prefer a trial-and-error approach to problem solving rather than a rules-based approach. Look for opportunities to give them a problem and let them figure it out. They will use their multi-tasking skills to discover the answer, find efficiencies, and save time.
Although strongly independent, Gen X’ers want continuous feedback; always ensure they are aware of how they are doing. They have a strong entrepreneurial spirit and will invest in themselves over the organization. Ensure they know what’s in it for them when they are in a training session.
A strong interest in cultural diversity ensures Gen Y’s participation in collaboration and community. In training, strive to have a blended learning approach where they can email, text, and be involved in online learning communities.
There is no doubt that the new generations of learners will challenge the skills of instructional designers and classroom trainers. I have a feeling (actually, it’s “more than a feeling”) that by continuing to apply Malcolm Knowles’s adult learning principles and making adjustments in our delivery methods we can meet the needs of Gen X and Gen Y.
Oh by the way, just around the corner are the Millennials, so “keep your eyes on the road and your hands upon the wheel.”
Langevin Team
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This is great information. Another thing I have learned when working with a mixed group of generations is the facilitator has to have a mixed bag of information that will apply across the four generations. For example, instead of using the title of one song, use the title of several songs that cross all of the generations. The training delivery, as you stated, will have to be blended to capture the attention of the entire class and not just one sector of the class.
Good Steve, I haven’t had to deal with the x’ers or y’ers too much as far as training is concerned. It should be interesting though.