people in a meeting

We all love going to the cinema or watching a riveting TV show. Popular films and novels are full of tropes about characters who are thrust into unknown environments, needing to navigate challenges with little guidance, learning as they go along. We watch as these characters succeed and overcome obstacles, or else fail miserably. Writers call this “The Hero’s Journey” and it’s a common way to show a character as they Sink or Swim. It’s popular in fiction because there are endless dramatic consequences of watching the character attempt things, make mistakes and grow as a person. 

Examples include Harry Potter, The Karate Kid, Frodo Baggins in The Lord of the Rings – it’s easy to see how these tropes are used again and again, over decades and even centuries.

Why do we, as audiences, never tire of seeing people Sink or Swim? It’s because as adults, our main method of learning and growing is through life experience. The more novel, dramatic, or unique the experience, the more we will remember it and learn.


Adult Learning Theory, or andragogy

Learning and development professionals may be aware of the Adult Learning Theory, also known as andragogy. The theory describes how adults learn very differently to children. When children learn, they have very little reference material or life experience to draw on, so they consume most information as ‘new.’ Information might be memorable for them, because of the novelty of it, and teachers are considered all-knowing. Conversely, when adults sit in training courses, they often relate the ‘new’ information back to all the similar concepts they’ve heard in the past, through life experiences. 

With less novelty involved, adults may require different techniques to retain information. The traditional pedagogical style of teaching (a teacher standing in front of a classroom) is understood, by this theory, as not being ideal for adults.

On a recent episode of The L&D Podcast hosted by David James (the Director of Talent, Learning and OD for The Walt Disney Company), his guest speaker Dr Carrie O. Graham examined the potential of using the Adult Learning Theory. 

Dr Graham said that her work focuses on three aims:

  • improving engagement of adult learners;
  • supporting their information retention; and, 
  • accurately applying the skills that they’ve learned.

Dr Graham explains, “Let’s ensure that we are engaging the learner, because if we can engage them in a way that’s meaningful for them, then they’re going to retain the information.”

She goes on, “It transcends across all industries which is the beauty of using this theory.”


Real-life solutions

Theories and academic exploration are wonderful, but it’s most useful when it can drive real progress in the field. Dr Graham explained further about how this theory can be applied in actual L&D plans.

She discussed how pedagogical environments aren’t helpful to professionals learning in modern day industries. “That frame of, ‘Let’s all face forward, sit still, and consume information’ doesn’t work for the vast majority of adults.” 

“However, in L&D spaces, if we consider that learning does not have to happen in a formal setting, a classroom, it can thrive in an informal setting… let’s provide these adults with real-life experiences, so they can draw on their own life experience, to navigate the space or to problem solve.”

She says that this is where retention really starts to settle in.


How do you offer real-life experiences?

The Adult Learning Theory, and other groundbreaking educational frameworks, are the backbone for our approach to learning and development.

We create a Sink or Swim opportunity for adult learners through our business simulations, which range from learning about financial acumen, to dealing with critical incident response, to change management, to understanding how to build high-performing teams.

By simulating the types of real-life scenarios that business professionals will encounter, across all different types of industries, our simulations can provide that highly memorable situation that will increase retention for the learners, while also giving them the safe space to practice the new skills immediately, right in the room.

But make no mistake: the business games are challenging and they push people outside their comfort zone. For learning to take place, participants need to be thrust straight into the deep end, metaphorically, while they learn to swim. They’re given parameters to work with, but crucially, they are not given all the information necessary to figure out how to “conquer” or successfully complete the game’s central challenge. 

Our MD Scott Thompson explains:

“Our games are designed with Sink or Swim mentality, so people are forced to learn for themselves. If we gave them all the secrets up front to how to navigate the game, it would just be an exercise in feeling good about oneself. Instead, we make our business simulations enjoyable but also challenging, where participants are outside their comfort zone in the beginning. They won’t be able to fully grasp the ‘right path’ because there is no one, single ‘right path’ – everyone navigates the simulation their own way and the learning is by doing.”

Scott explains that this is what makes business simulations a unique offering for companies looking to fill their L&D plans with something different.

“Information retention is markedly higher when people are thrust into a situation beyond their norm. Simulations offer exactly that high-impact type of learning and training that is so critically needed by business leaders and managers, and the emerging next generation of talent in an organisation.”

Scott concludes, “Today, the business world is difficult and full of uncertainty, and teaching professionals to stretch themselves and apply new skillsets is a critical part of business success.”


Where to start

Check out how our simulations train leaders in areas such as strategic thinking , financial acumen or high-performing teams .

REFERENCES

Adult Learning Theory with Carrie O Graham, The L&D Podcast hosted by David James, Episode 98, 9-8-22  [ Source ]

About the Author

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Emily McDaid

Emily McDaid is a marketing communications expert with more than 20 years experience working with technology and engineering businesses.

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