Creating an Effective
Learning Environment
Module Aim;
To demonstrate understanding of adult learning
principles, be able to create an inclusive learning
environment, cater for different learning preferences
and apply conflict management techniques
Time allocated;
2.5 hours
(2 breaks )
General Outline;
Workshop style, mainly in small
groups
What is Learning?
• Characterised by a change in behaviour
• Afterwards, the learner is capable of doing
something he or she could not do before
• Enables a change in behaviour which is
relatively permanent
What is Adult Learning?
1. In small groups outline a variety of ways that
adults may learn
2. From your group’s list of ways to learn, which
do you think is the most effective way to
learn?
3. Give an example of how you might create
effective adult learning within a workshop?
Creating a Positive, Inclusive
Environment
1. In pairs come up with some experiences or
ideas on where it might be possible to
unintentionally exclude an individual or
individuals from the workshop environment.
2. As a whole group take some of the scenarios
and work out some suggestions to maintain an
inclusive environment for everyone.
The First Barrier
As facilitators, when people are arriving at the
beginning of a workshop, what tools can you
use, or action could you take, to break down
barriers and help people get into their comfort
zones so they can then contribute and be fully
involved in the workshop?
Adult Learning Preferences
While people might have a preference, no one should be put into a
magic box. Facilitators need to vary their presentations to cater
for all forms of preferences.
• Visual
• Read/Write
• Auditory
• Kinaesthetic
Prefer enjoy or require graphic
illustrations, wall charts, PowerPoints
Prefer to read or use print, take notes etc
Prefer verbal presentation
Prefer movement or getting up and doing
things, or hands on experiences
Catering for Learning Preferences
When facilitating adults, how do you go about
catering for different learning preferences in a
workshop or presentation?
Some research suggests that the best philosophy is
to create the content to achieve the learning
outcomes first and foremost…..and following
that, fine tune the presentation to cater for
learning styles/preferences
Exercise: (In small groups)
You are planning a 10 minute presentation on how
to create an inclusive environment for a
workshop. Note down how your plan to cater
for all learning preferences.
One person from each group can facilitate this
within the group.
Conflict Management
Let’s not focus on the negative aspects of
a conflict. Let’s focus on how to be
really smart at dealing with conflict so
we can get the most out of people and
then everyone wins
Exercise:
To gain some understanding, put yourself in the place of the
person who is causing the conflict.
In small groups, choose one of the below scenarios that could
be relevant to your group and discuss what a facilitator
could do to bring you on board as a productive participant.
Scenario 1;
You are a coach. You are only one month out from a peak time of the
competitive season. All your athletes are available to train at present. The
weather is perfect. You have been required to attend this 2 day course. You
deem it to not be the most productive way to spend your time.
Scenario 2;
You are at a workshop. The content seems to be aimed well below your current
skill level. You are a legend in your own region, yet at the workshop not one
person knows you. However ,they all seem to know each other and have
their own pecking order. Everybody keeps talking to you like you are an
absolute novice.
Potential Strategies
1.
Approach the participant causing conflict privately at an
informal moment or approach the issue with the whole
group without pointing to a specific person
2.
Gain an understanding of their problem/issue - empathise
with their standpoint
3.
Address the real cause of their discontent
4.
Get agreement on a common workable solution
Some Finer Points
• Timing – Be very aware of timing when you
address a conflict
• Use a break to casually gain an understanding of
the issue
• If a conflict is severe enough call an early break
Activities to Avoid
•
•
•
•
•
Correcting someone publicly
Getting angry or emotional
Taking the conflict personally
Losing your neutrality/perspective
Losing empathy for their situation (Especially in
a situation that you may not fully understand)
Summary/Review
•
•
•
Creating an inclusive environment
Learning preferences
Conflict management
For each of the above, in small groups, discuss:
1. Key things that you already do but should keep
doing
2. Key points that you would like to take away
and add to what you currently do
3. Anything that you feel you should avoid doing
that you might currently do