How do generations learn differently? – Gen X
Today we hear the word millennial mentioned in countless articles. There are countless research studies carried out on how millennials spend, how they live and travel verses other generations.
This blog marks the start of a mini series were we here at Seamscloud are looking at how each generations typically learn and if there is any difference in how they learn.
We are examining three generations, Generation X (1965-1976), Gen Y or millennials (1977-1995) and Gen Z (1996 – present).
We will firstly look at Generation X, a generation of ‘latch key kids’. This generation were left to their own devices and can be described as goal orientated and independent learners. Generation X like structure and appreciate regular feedback.
Generation X are very much resourceful and have used this trait to become entrepreneurs. Gen X will respond well to problem solving tasks and challenges which can be incorporated into training.
Generation X learners are knowledge hungry but may be challenging as they tend to be sceptical and they are more likely to question theories.
Generation X learners much prefer direct communication, whether it be via phone call or email. Generation X learners respond well to real world assignments and case studies. They do not like to be micromanaged and prefer to work independently.
Gen X tend to still favour traditional development methods such as workshops, seminars and training courses. They also enjoy the convenience associated with eLearning and therefore at the end of the day tend to chose blended learning methods.
Generation X accounts for many leadership roles and will continue to do so for the next 30 years. They have a broad range of skills and it is important for this generation to exercise these skills and further develop their skill set.
It is important when creating training content to remember your audience and who you are trying to train. Before commencing a training programme, it is a good idea to survey employees and ask employees what they want to learn. This will not only help with engagement, but how employees will learn.
