Adult + Learning = Adult Learning
Posted by [email protected] on Aug. 28, 2025 / Subscribe 0
Insights from Chris Abernathy’s Training Session
In a recent training session led by Chris Abernathy on August 27, 2025, a seasoned professional with over 28 years at Shelter Insurance and deep expertise in corporate training, participants explored the art and science of adult learning. The meeting offered practical strategies, personal anecdotes, and actionable frameworks for anyone involved in training or professional development.
Checkout the Video of the Presentation
Key Concepts Discussed
Andragogy vs. Pedagogy: Chris introduced the concept of andragogy—the method and practice of teaching adult learners—as distinct from pedagogy, which focuses on children. He emphasized that adult training requires a different approach, rooted in relevance and immediate application.
Critical Behaviors & SMART Goals: The session highlighted the importance of defining clear, measurable behaviors that employees must consistently perform to achieve organizational outcomes. Chris connected this to the SMART goal framework, stressing specificity and clarity in training objectives.
Need to Know, Nice to Know, Where to Go: Borrowing from the Bob Pike Group, Chris explained how training should prioritize what learners need to know immediately, what’s beneficial for future context, and where to find additional resources when needed.
Adult Learning Principles (Malcolm Knowles): Chris outlined four core principles: involving adults in planning and evaluation, leveraging experience (including mistakes), focusing on immediate relevance, and centering learning around real-world problems rather than abstract content.
Learning from Mistakes: Through stories like the Apollo 11 mission control simulations, Chris illustrated how making and analyzing mistakes in a safe environment leads to deeper learning and better performance on the job.
Retention & Reinforcement: The session underscored that repeated exposure to key concepts dramatically improves retention, with studies showing a jump from less than 10% to 90% when ideas are revisited multiple times over a month.
Kirkpatrick’s Four Levels of Evaluation: Chris explained how training effectiveness is measured: reaction (did they like it?), learning (did they learn it?), behavior (are they using it?), and results (did it make a difference?). Action planning and follow-up are essential for lasting impact.
Practical Takeaways
- Training should be problem-centered, focusing on what learners need to do right now, not overwhelming them with all possible information at once.
- Adult learners thrive when they understand the relevance of training to their immediate job and are given ownership of their learning process.
- Mistakes are valuable learning tools—encourage them in training environments to build confidence and competence.
- Most employee knowledge comes from on-the-job experience and informal mentorship, not just formal training sessions.
Final Thoughts
Chris Abernathy’s session was a masterclass in adult learning, blending theory with real-world examples and actionable advice. Whether you’re a trainer, manager, or lifelong learner, these insights can help you design more effective training programs and foster a culture of continuous improvement.
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