Adult Learning Basics, 2nd Edition

by William J. Rothwell

Overview

Everything you need to know to get started as an adult learning professional Instructing adults is dramatically different from teaching children, and the effectiveness of training programs is often dictated by how well they apply the principles of adult learning. Enhance your programs with the latest research into how adults learn, remember, and apply knowledge and skills. Adult Learning Basics examines the principles of adult learning theory and how they relate to the training function by addressing individual learning competencies, organizational learning climate, and technology-related issues. This new edition features the latest research on generational trends, microlearning, and other TD breakthroughs. Exercises at the end of each chapter help you apply the science and theory to your real talent development challenges. Elevate your practice with this thorough guide, and keep it as an indispensable resource.

Product Details

ISBN-13:	9781950496143
Publisher:	Association for Talent Development
Publication date:	09/07/2020
Edition description:	2nd Edition
Pages:	160
Product dimensions:	9.50(w) x 7.50(h) x 0.57(d)

About the Author

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is aprofessor in the Workforce Education and Development program,Department of Learning and Performance Systems, at the PennsylvaniaState University, University Park campus. He is also president of hisown consulting firms—Rothwell & Associates, Inc. and Rothwell &Associates, LLC. He has authored, co-authored, edited, or co-edited300 books, book chapters, and articles—including 111 books. Beforearriving at Penn State in 1993, he had nearly 20 years of work experienceas a training director in government and in business. As a consultanthe has worked with more than 50 multinational corporations—including Motorola, GeneralMotors, Ford, and many others. In 1997 he and his wife founded a small business—a personalcare home for the elderly that employed 27 workers and served as the residence for 54 people. Thatcompany was sold in 2017.His books since 2017 include Winning the Talent Wars Through Neurodiversity (Taylor& Francis, in press); The Essential HR Guide for Small Business and Start Ups (Society forHuman Resource Management, 2020); Increasing Learning and Development’s Impact ThroughAccreditation (Palgrave, 2020); Workforce Development: Guidelines for Community CollegeProfessionals, 2nd ed. (Rowman-Littlefield, 2020); Human Performance Improvement: BuildingPractitioner Performance, 3rd ed. (Routledge, 2018); Innovation Leadership (Routledge,2018); Evaluating Organization Development: How to Ensure and Sustain the Successful Transformation(CRC Press, 2017); Marketing Organization Development Consulting: A How-ToGuide for OD Consultants (CRC Press, 2017); and, Assessment and Diagnosis for OrganizationDevelopment: Powerful Tools and Perspectives for the OD practitioner (CRC Press, 2017).Rothwell received a PhD from the University of Illinois at Urbana-Champaign with aspecialization in Human Resource Development, an MABA in Business Administration witha specialization in Human Resource Management from Sangamon State University (now calledthe University of Illinois at Springfield), an MA in English from the University of Illinois atUrbana-Champaign, and a BA with High Honors and Department Honors from Illinois StateUniversity in Normal, IL. He holds certifications in HR (SPHR and SHRM-SCP), Corporate146About the AuthorsTraining (CPLP Fellow), Organization Development (RODC), and Life Insurance (the FLMIdesignation). In 2012 he earned ASTD’s prestigious Distinguished Contribution to WorkplaceLearning and Performance Award, and in 2013 ASTD honored him by naming him as a CertifiedProfessional in Learning and Performance (CPLP) Fellow. In 2014 he was given the Asia-PacificInternational Personality Brandlaureate Award (see http://www.thebrandlaureate.com/awards/ibp_bpa.php). He can be reached by email at [e-mail]. See his website at www.rothwellandassociates.com, his videos on YouTube, and his wiki site at https://en.wikipedia.org/wiki/William_J._Rothwell

Table of Contents

About the Training Basics Series............................................................................................. viiPreface....................................................................................................................................... ix1. Understanding and Applying Adult Learning Theory.........................................................1How Adult Learning Is Defined..................................................................................... 2Why Knowing How Adults Learn Is Important.............................................................. 3How Training, Talent Development, and Learning Differ............................................... 4How Learning Can Influence Organizationaland Individual Success................................................................................................ 6Linking Talent Development to Organizational Strategy................................................ 7The Role of Chief Learning Officer................................................................................ 9Getting It Done............................................................................................................ 102. Theories and Models of Adult Learning.............................................................................11Important New Terms Relevant to Learning................................................................. 13What Types of Learning Exist?...................................................................................... 13New Approaches and New Thinking on Learning........................................................ 17Theories of Learning.................................................................................................... 21The 70-20-10 Rule....................................................................................................... 29Getting It Done............................................................................................................ 293. Using Theory to Design More Effective Learning Experiences.........................................31How Does a Learning Facilitator’s Philosophy Influence Practice?................................ 32How Theories of Learning May Affect Instruction and Training................................... 35A Model of the Learning Process.................................................................................. 39Applying a Model of the Workplace Learning Process................................................... 43How Facilitation Relates to Learning............................................................................ 44Transformative Learning............................................................................................... 48What Is Unique About the Mental, Physical, and EmotionalCharacteristics of Adults?.......................................................................................... 48ContentsThe Role the Senses Play in Learning........................................................................... 50Getting It Done............................................................................................................ 524. Designing Learning Experiences........................................................................................53Instructional Design Models......................................................................................... 54Getting It Done............................................................................................................ 595. Leveraging Adult Learner Differences ...............................................................................61What Principles of Adult Learning Are Important for Learning Professionals?.............. 62Considering the Barriers Faced by Adults in Learning ................................................. 67How Learning Science Affects What Is Known About the Brain and theLearning Process ....................................................................................................... 70Individual Development Planning................................................................................ 74Getting It Done............................................................................................................ 766. Managing Cultural Differences in Learners ......................................................................79How Cultural Intelligence Influences Adult Learning................................................... 81Getting It Done............................................................................................................ 867. Making Learning Environment a Key to Success..............................................................89What Is Learning Climate?........................................................................................... 90How Does Learning Climate Affect Individual Learning? ............................................ 92What Are Learning Competencies? .............................................................................. 92How Do Learning Competencies Relate to Job Competencies? ................................... 93How Do Learning Competencies Affect Individual Learning? ..................................... 93How Is the Talent Developer’s Role Influenced byLearning Climate and Learning Competencies? ........................................................ 94Relating Learning Climate, Learning Organization, OrganizationalLearning, and Small-Group Learning to Adult Learning Practice.............................. 96How Learning Climate Influences Adult Learning........................................................ 98How Is Learning Climate Improved?............................................................................ 99Getting It Done.......................................................................................................... 1008. Putting Technology to Work for Learners........................................................................101What Technologies Affect Adult Learning?................................................................. 102How Technology Affects Adult Learning.................................................................... 103Technology and Learning........................................................................................... 106Getting It Done.......................................................................................................... 1109. Using Proven Facilitation Techniques to Drive Learning................................................111What Is a Facilitator, and How Is a FacilitatorDifferent From an Instructor?................................................................................. 112vThe Role of Facilitators in Clarifying Roles and Ground Rules .................................. 113Learners’ Roles in Facilitated Learning andMeeting Special Challenges..................................................................................... 115Facilitator Competencies and Behaviors..................................................................... 116Differences Among On-Site, Online, and Blended Format Facilitator Behaviors........ 119Improving Facilitation Skills....................................................................................... 120Getting It Done.......................................................................................................... 12110. Reading the Future of Adult Learning: Seven Hopeful Predictions..............................123Prediction 1: More Focus on Informal and Incidental Learning ................................. 125Prediction 2: More Appreciation for Feelings, Values, Ethics, andCultural Awareness.................................................................................................. 125Prediction 3: Increasing Interest in the Special Needs of Older Adult Learners........... 126Prediction 4: Increasing Sensitivity to Diversity Among Talent Developersand Adult Educators................................................................................................ 127Prediction 5: Technology’s Impact on Learning Will Continue Unabated................... 127Prediction 6: More Attention Will Focus on Building Learning Agility andLearner Competencies in Learning How to Learn................................................... 128Prediction 7: More Attention Will Focus on the Context in WhichLearning Occurs...................................................................................................... 128What Should Learning Professionals Do?................................................................... 130Getting It Done.......................................................................................................... 130References..............................................................................................................................131Additional Resources.............................................................................................................139About the Author..................................................................................................................145