
7 Key Ingredients to Adult Learning
Not all training is created equal. Some works – some is not worth investing your time and money in.
What separates the good from the ugly? Without further ado, here are 7 key principles to keep you on the right side of the ledger:
- Quality education is not rote learning. “We risk becoming the most informed society to ever die of ignorance”. Training has to clearly distill key information and principles that require learners to think and relate how it applies to their circumstances.
- Quality learning should anticipate and confront the reasons why training does not “sink in”. Training and change fatigue are alive and well, so a program’s delivery method must be fresh and innovative.
- Ideally the training environment should be congruent to the subject matter, which is a great way to import the participants into the story.
- The presenter must be passionate and highly credible. Learners will feel entitled to “switch off” very early if they are required to invest their precious time in front of someone who lacks belief in the topic and / or the credentials to represent it.
- Training is much more interesting if there is a story and the learners are part of the story-line. Training must be an experience and about active construction.
- Training needs to be sensitive to the reality that most groups are quite diverse, in terms of experience, operational context and skills. By ensuring active engagement and interaction, open and closed questioning techniques and the long lost art of listening, that diversity can become a windfall for the group through collaboration and contribution.
- Quality training permits students to fail along the journey of the course. Unless complacency and beliefs are disrupted, people can easily walk away from a course unaffected, which of course defeats the entire purpose of their attendance. Critical thinking must be encouraged.
Whilst this might sound self-serving, I believe that our Mock Courts tick all of these boxes.
Our Mock Court methodology is a radical, innovative, experiential process designed to enhance business performance. It is based on the knowledge that participants come away with an increased insight and commitment to risk management and associated business enhancers.
To find out more about our Mock Court Programs, please give us a call on 1800 85 86 98 or contact us via our website today.
What Others Are Saying About Mock Court


Training:
Ideation to Execution
If you agree with the premise that a core objective of training is providing a catalyst for improvement – or “change for the better” then please read on.
Whilst evoking and measuring change when delivering skills-based instruction with associated competency type assessments is relatively easy, what about other types of training where you are striving to influence a broader audience and inspire organisational change?
This sort of training probably represents a significant part of your L&D budget, but is adequate consideration being given to taking the information provided and actually implementing it?
Whilst each training assignment needs to be considered independently, in many instances simply telling an audience what to do or why they should do it may not be enough.
Change is just not that easy and should be confronted whenever the opportunity presents itself. Bear in mind – the training is often commissioned because the client company has been unsuccessful in making the requisite changes in the first place!
Consequently, trainers with the support of the sponsor client have a duty to migrate audiences from ideation to execution.
Common strategies to do this include:
- acknowledging the difficulties with making sustainable change,
- articulating the associated risks, and
- imparting ideas or strategies on how to take your information and actually apply it for the betterment of themselves and/or their company.
Given courses only have a finite amount of time to deliver the content and meet course objectives, one idea I use is to carefully thread change messages in.
It is in this regard, that I share with you 8 of my favourite principles which I believe that if integrated, may positively influence your audiences in moving from theory to practice:
Principle 1
You cannot manage by results, so don’t measure change that way. Maintain a qualitative orientation to your progress metrics.
Principle 2
Don’t under-estimate the challenge – you are going to have to do the unreasonable.
Principle 3
Don’t be passive in the change process – an “average” response will almost guarantee failure.
Principle 4
Expect bumps along the way – there is no “3 knockdown rule” in business. Don’t panic or lose momentum.
Principle 5
Never accept a half-fix. The tolerance to half-fixes probably got you where you are today in the first place.
Principle 6
Don’t “try” – you have already done that too. The workplace cynics are waiting for you if that is all you have got.
Principle 7
Change through simplification before “adding a page”.
Principle 8
Beat “change fatigue” by maintaining a fun, positive and innovative orientation. Life is not meant to be boring and pessimism burns energy.
I incorporate these ideas into all my Mock Courts with a lot of audience buy-in. Maybe one or two of these resonate with you too. To find out more about our Mock Court Programs, please give us a call on 1800 85 86 98 or contact us via our website today.
What Others Are Saying About Mock Court


Training:
Ideation to Execution
If you agree with the premise that a core objective of training is providing a catalyst for improvement – or “change for the better” then please read on.
Whilst evoking and measuring change when delivering skills-based instruction with associated competency type assessments is relatively easy, what about other types of training where you are striving to influence a broader audience and inspire organisational change?
This sort of training probably represents a significant part of your L&D budget, but is adequate consideration being given to taking the information provided and actually implementing it?
Whilst each training assignment needs to be considered independently, in many instances simply telling an audience what to do or why they should do it may not be enough.
Change is just not that easy and should be confronted whenever the opportunity presents itself. Bear in mind – the training is often commissioned because the client company has been unsuccessful in making the requisite changes in the first place!
Consequently, trainers with the support of the sponsor client have a duty to migrate audiences from ideation to execution.
Common strategies to do this include:
- acknowledging the difficulties with making sustainable change,
- articulating the associated risks, and
- imparting ideas or strategies on how to take your information and actually apply it for the betterment of themselves and/or their company.
Given courses only have a finite amount of time to deliver the content and meet course objectives, one idea I use is to carefully thread change messages in.
It is in this regard, that I share with you 8 of my favourite principles which I believe that if integrated, may positively influence your audiences in moving from theory to practice:
Principle 1
You cannot manage by results, so don’t measure change that way. Maintain a qualitative orientation to your progress metrics.
Principle 2
Don’t under-estimate the challenge – you are going to have to do the unreasonable.
Principle 3
Don’t be passive in the change process – an “average” response will almost guarantee failure.
Principle 4
Expect bumps along the way – there is no “3 knockdown rule” in business. Don’t panic or lose momentum.
Principle 5
Never accept a half-fix. The tolerance to half-fixes probably got you where you are today in the first place.
Principle 6
Don’t “try” – you have already done that too. The workplace cynics are waiting for you if that is all you have got.
Principle 7
Change through simplification before “adding a page”.
Principle 8
Beat “change fatigue” by maintaining a fun, positive and innovative orientation. Life is not meant to be boring and pessimism burns energy.
I incorporate these ideas into all my Mock Courts with a lot of audience buy-in. Maybe one or two of these resonate with you too. To find out more about our Mock Court Programs, please give us a call on 1800 85 86 98 or contact us via our website today.
What Others Are Saying About Mock Court
