Today's trainers need to recognize that their classrooms are not filled with a homogenous group of people who all learn the exact same way. They need to understand how generational differences result in the need for adaptation of materials and methodologies so that each group takes the necessary information with them as they exit the room. From encyclopedias to Wikis, from textbooks to CBTs, the landscape of learning has changed radically in the last 10 years. Trainers need to seek a balance between building on traditional procedures and supporting flexibility and creativity to effectively address each generations' learning preferences.
Who's In the Building?
- Veterans born between 1933 – 1945 (they retire and return as consultants)
- Boomers born between 1946 – 1964 (As mentioned on 60 Minutes’ segment "The Millenials Are Coming", November 11, 2007, a leadership deficit will occur by the year 2010 when the majority of the Baby Boomers leave the workforce)
- Generation Xers born between 1964 – 1976
- Millennials/Generation Y/Nexters born between 1977 – 1989
- Echo Boomers born between 1989 and 2007 (today's interns, tomorrow's leaders)
Customize To Maximize The Impact Of Training
Put It On Paper: Veterans do not appreciate role playing exercises in training classes. They prefer hard copy documentation so they can take notes and have the material for future reference. This is the generation that appreciates certificates of completion.
Reward Interaction: Boomers prefer more open information sharing and activities with a spokesperson, and will volunteer to lead the group, since this is the most social of all the generations. Offer trinkets for correctly answered questions, as Boomers appreciate "winning" and will compete with one another.
Assess Progress: According to
Generation X : Tales for an Accelerated Culture (D. Coupland. St. Martin's Press Publishing) Generation X prefers self-paced learning activities. They don’t mind CBTs and prefer to have test environments to "play" in. The Millennial generation expects instant feedback on their progress, so in class quizzes appeal to them. More information on how this generation perceives itself can be found in
Millenials Rising. The Next Great Generation, by N. Howe and W. Strauss (Vintage Books, New York, 2000).
Provide Additional Examples: Echo boomers prefer to work in teams, since that is the method by which they learned all through school. They will be the first ones finished during self paced activities, so offer several adjunct activities to keep them busy.
Break It Down Again
Training sessions for any generational group benefit from the use of chunking, which is breaking down learning segments into 20 minutes of information followed by 10-15 minutes of activity (in any form) that allows the participants the chance to deepen that learning and create connections to the material so that they retain the information. When a trainer includes several types of activities, they stand a better chance of reaching each generational group.
Stand And Deliver
As a trainer becomes more adept at identifying activities that suit each generation, he or she will see an increase in retention of material. According to Results Coaching Systems, (
http://www.resultscoaches.com/contact/index.shtml) if that learning experience is followed up with practical application of the material covered, then the student will retain up to 88% of the information, which reinforces the importance of providing just in time training to your employees.
Regardless of the employee’s generational learning style, everyone in the working world benefits from having an instructor who is aware of methodologies that will deepen their learning and ensure that material is retained. Today’s trainer needs to offer the materials in hard copy, web based and CBT formats to reach each group effectively. Providing hands on experience during the training session that is then followed up with real time application of the material will ensure a successful transition from the old to the new for each student. Training that "speaks to" each segment will help ensure that everyone feels valued, respected and truly included as an important part of the team.
Written for TrainingIndustry.com and published March 25, 2009,
Denise Reed Lamoreaux is a Training Specialist for EDS, an HP Company. She is the Co-Chair for Women@EDS, and the lead Community Affairs Ambassador for the Xerox Account. With over 24 years of training experience, she has spoken for SUNY Geneseo, Bausch & Lomb, Johnson & Johnson and EDS audiences worldwide on generational diversity. She resides in Rochester with her two college-aged children.
Written for TrainingIndustry.com
