X-ers and millennials—as well as several of the principles of adult learning. Here’s where intelligently and creatively structured online training programs that take into consideration generational differences can improve training outcomes. Some key learning traits of gen X-ers are


self-reliance and freedom (remember, these are America’s first latchkey kids), so they expect training programs that allow them to learn at their own pace. Teir propensity for the use of technology makes them open to interactive online training programs that require the student to not just hear or read a lecture but interact with the curriculum through gamification and other “test your knowledge” exercises. However, millennials have entirely different


expectations than gen X-ers when it comes to training. A 2009 research study on millennial training3


discovered a gap between adult


learners who were mostly millennials, and their educators, who were most likely baby boomers and gen X-ers. For millennials, it’s all about collaboration. Tey display a strong preference for group-based learning projects in a relaxed learning environment. Millennials utilize technology more extensively than gen X-ers. Technology is embedded into almost every aspect of millennials’ lives and is almost an extension of their bodies. As such they are more inclined to respond to highly interactive technology-based training experiences delivered on desktop and mobile devices. Remember the three adult learning


styles mentioned earlier? Millennials are more likely to prefer a broad spectrum of learning strategies and respond to training and learning materials that cater to visual, auditory and kinesthetic needs. Teir shorter atention spans require changes in delivery formats to maintain their interest. While gen-Xers respond well to authoritative teaching styles, millennials need to understand the rationale behind the instructions. Affectionately referred to as the digital generation, millennials are more inclined to look to Google,


www.datia.org


blogs and other digital research tools to corroborate information. Finally, millennials value rapport and personal relationships. Because millennials grew up with more atention on average, they respond well to instructors who take an interest in their achievements.4


Takeaways for Constructing Training Experiences and Materials for Gen-Xers and Millennials For online courses: • Consider interactive modules that are aesthetically pleasing and use contemporary graphic design.


• Engage all three learning styles by incorporating narration, video, and games or exercises where students manipulate the content on the screen through drag and drop tasks.


• Incorporate discussion forums that allow millennials to connect with other students or an instructor to facilitate group communication.


• Construct online courses that can be viewed on mobile devices.


For classroom training: • Create beautiful training materials that follow the lecture path to engage visual learners.


• Engage kinesthetic learners by asking students to do something—whether it’s highlighting, taking notes, or practicing skills.


• Where it makes sense, consider substituting lectures with student collaboration exercises, group discussions, presentations, etc. As much as possible, connect with


students through appropriate social media channels to build rapport and deliver helpful information designed to build on what they know and help them succeed. The best and most effective training


programs are constructed with different adult learning styles and generational


differences in mind, and the best instructors typically know the particular information sequence or storytelling path to achieve the best retention outcomes for their students. While a Breath Alcohol Technician or Specimen Collector class may never be as exciting as listening to a professional storyteller, a well-designed training course that engages adult students will maximize the probability that they retain the knowledge and skills from the training and be able to perform these tasks with consistency and accuracy. ❚


References 1


Stolovitch and Keeps, Telling Ain’t Training, (Alexandria, VA: ASTD Press, June 2011)


2


LMIT, Adult Learners and Learning Styles, http://lmit.edu. au/blog/adult-learners-learning-styles/


3


LMIT, Adult Learners and Learning Styles, http://lmit.edu. au/blog/adult-learners-learning-styles/


4


John Laskaris, How to Engage Millennials: 5 Important Moves, https://www.efrontlearning.com/blog/2016/03/5- strategies-to-engage-the-millennials.html


Jennie Lee-Pace serves as AlcoPro’s Marketing and Sales Manager and leads AlcoPro’s DOT training programs and curriculum development.


For more than 14 years, Jennie has worked in B-to-B marketing with a focus on defining and implementing successful Customer Experience programs. Her Customer Experience and DOT training background has led to the development and implementation of AlcoPro’s ground- breaking online training programs. With these skills, Jennie has an acute understanding of how to best frame and deliver relevant content and knowledge in an effective and engaging manner.


For more than 35 years, AlcoPro has provided the best professional-quality drug and alcohol testing instruments and products and DOT training programs, so drug and alcohol technicians can conduct tests with greater ease and confidence.


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