Nine to Thrive HR by Cindi Koetzle

Episode Summary:

‍In this episode of Nine to Thrive HR, host Cindy Kettle interviews Dr. Carrie Graham about her journey from sports medicine healthcare provider to adult learning strategist and training consultant. Dr. Graham shares her transformational moment when she witnessed 200 employees sleeping, chatting, and playing games during mandatory sexual harassment training while their institution was simultaneously facing public litigation for the same issue. This experience, combined with years of ineffective continuing education conferences, motivated her to pursue a PhD in adult learning and workplace learning. The conversation explores the fundamental differences between teaching children (pedagogy) and adults (andragogy), emphasizing that adults bring rich life experiences that must be acknowledged and leveraged in training programs. Dr. Graham advocates for building on existing training foundations rather than constantly creating new programs, highlighting how this approach reduces stress while improving outcomes. She discusses her breakthrough methodology of helping clients identify their natural facilitation strengths rather than forcing them to develop entirely new skill sets. The episode covers the importance of embedding learning into daily work rather than treating it as separate from job responsibilities, and how strategic approaches to professional development plans can improve employee engagement, retention, and organizational culture. Dr. Graham emphasizes that effective training and development focuses on engagement, retention, and application, ultimately empowering employees through meaningful learning experiences that align with organizational values.

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Listen Here > https://podcasts.apple.com/us/podcast/adult-learning-to-support-human-capital-potential

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10 Key Points:

1. Adult learning theory (andragogy) differs fundamentally from childhood education (pedagogy) and requires different approaches
2. Ineffective training programs waste significant time and money while failing to achieve behavioral change
3. Adults bring rich life experiences that should be leveraged rather than ignored in training programs
4. Building on existing training foundations is more effective than constantly creating new programs
5. Natural facilitation strengths can be identified and leveraged rather than forcing people to develop new skills
6. Learning should be embedded into daily work activities rather than treated as separate events
7. Strategic approaches to training reduce stress and workload while improving outcomes
8. Engagement is the key to information retention and practical application in adult learning
9. Training programs must align with organizational values to be effective and sustainable
10. Well-designed professional development plans serve as recruiting tools and improve employee retention

10 Takeaways/Action Items:

1. Conduct strategic audits of existing training programs before creating new content
2. Apply adult learning theory principles to all professional development initiatives
3. Identify and leverage individual natural strengths in facilitation and training delivery
4. Embed learning opportunities into daily work activities and processes
5. Focus on engagement strategies that connect with adult learners' life experiences
6. Develop comprehensive training strategies that include formal, informal, and non-formal learning
7. Align all training and development programs with organizational values and goals
8. Create systems for ongoing retention and application of learned skills
9. Build professional development plans that demonstrate organizational investment in employees
10. Establish clear frameworks that allow for agility while maintaining strategic direction

Key Insights:

‍Dr. Graham emphasizes that effective training and development must be grounded in adult learning theory, recognizing that adults bring valuable life experiences that should be leveraged rather than ignored in learning programs. She advocates for strategic approaches that build on existing foundations rather than constantly creating new programs, focusing on engagement, retention, and practical application to truly empower employees and achieve organizational goals.

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Resources‍

Listen Here > https://podcasts.apple.com/us/podcast/adult-learning-to-support-human-capital-potential

Read >  Human Side of Change: Employee Change Readiness

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