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1.7 Training methodology Explain that children and adults learn indifferent ways and should therefore be taught indifferent ways. Children have few life experiences and may not be able to judge what they should learn and whether they have learned. Adults have rich experiences and usually know what they want to learn and whether they have learned it. Explain that the training is based on adult learning
principles and techniques, building on participants professional life experiences, emphasizing dialogue, relevance of information,
immediate results, respect, recognition and appreciation, and using feeling, thinking and actions for learning. It includes discussion,
questions and answers, individual and group activities, role plays etc.
Ask the participants questions to remind them how they learn best and how they can setup the training sessions to provide this environment. For example, When you’re in a learning situation, what helps you learn best What kind of situation is best for you when you’re trying to learn new skills Note their inputs on flip chart. Show relationship between what participants said and your list. End the session by appreciating the participants.
1.8 Logistic arrangements Explain which staff person is responsible for logistical and administrative duties. Make announcements as needed regarding meal plans, lodging, and transportation that apply to all attendees.
Adult learning principles
Respect and learn from participants experiences
Praise/appreciate
the participant
Listen to others and understand their perspective
Make participants feel safe by valuing their contributions
20/40/80 rule – learn 20% by listening learn 40% by listening and seeing and learn 80% by listening, seeing and doing
Involve
a combination of thinking, feeling and acting
Relevance of material to daily work
Immediate results
Having fun –
entertain and educate
Repeat, paraphrase key messages to enhance long term memory