Instructing Adult Learners

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Adult learners are typically defined as learners over the age of 25, and are often referred to as nontraditional students. They tend to be self-directed, have a rich reservoir of experience that can serve as a resource for learning, and are generally motivated to learn from within (internally/intrinsically) as opposed to being obligated, or subject to, external or extrinsic forces. These factors, as well as having learning needs closely related to changing social roles and being problem-centered and interested in immediate application of knowledge come from the idea of andragogy. Andragogy is the art and science of helping adults learn (http://epltt.coe.uga.edu/) . Learning opportunities for adults exist in a variety of settings. They range from formal institutions to places of employment. Considerations for adult development and learning include biological and psychological development (including deterioration and disease processes that may occur) and sociocultural and integrative perspectives on development (Merriam, 1999)(Adult Learning-Emerging Perspectives on Learning, Teaching, and Technology: adulted.about.com). While the most common reason for adults to place themselves in a learning environment is a life-changing event, once in that environment there are many factors that affect the learning experience. It is important to acknowledge prior knowledge and experiences of learners, including their ability to recognize their own skills as lifelong learners. There are many tools to be used when working with adult learners and many ways that adult learners actually learn. Action learning is a commonly used term in many discussions regarding adult learning in a variety of business settings (http://www.facultyfocus.com/) . Action learning has been compared with project work, learning communities and various forms of simulation used in management

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