Active learning, marked by engaging hands-on activities, dynamic discussions and practical problem-solving, has become a powerful strategy to enhance the quality of learning experiences. It is a methodology firmly grounded in fundamental principles, making it especially well-adapted for adult education. These principles consist of fostering learner engagement, encouraging active participation, promoting collaboration and emphasizing the application of knowledge.

Actively engaging adults in their learning can harness their intrinsic motivation and foster a deep, comprehensive grasp of the subject matter. But what does active learning look like? How do we get started and what are the risks?

A Tale of Two Trainings

Imagine a training program designed to educate employees on the positive impacts of humor on well-being. Traditionally, this information might be presented through lectures, including statistics on work-related stress, insights from research articles and examples of how humor has been applied in various workplaces.

However, an active version of this training would take a different approach. Rather than passively absorbing information through lectures and slides, participants would immerse themselves in a series of collaborative challenges that bring the concepts to life. The focus on learner engagement encourages participants to process and reinforce the information through hands-on experiences.

Consider the following two examples of active training sessions on using humor to enhance well-being.

Case 1

A workshop was designed for the non-profit organization Home of the Innocents that involved participants playing a therapeutic card game. By reading directions and actively engaging in play, groups of employees experienced firsthand how humor can alleviate stress and build community.

Result: Leadership allocated additional days for employees to play the game, enabling ongoing practice of these valuable skills.

Case 2

A comprehensive survey of the Association of Women’s Health, Obstetric and Neonatal Nurses (AWHONN) identified shared stressors, which were transformed into a custom 70-card deck of interactive comedy exercises. Given the stressful nature of nursing, this resource helped these health care professionals quickly turn complaints into comedy during the 2023 AWHONN Fall Symposium.

To further illustrate the potential of the cards, consider the following complaint from an AWHONN community member, transformed into an exercise for the deck.

Complaint: “Being a nurse during the pandemic was nerve-racking, and I found it very difficult to stay focused on the positive.”

Comedy Exercise: During the pandemic, I kept a gratitude journal to stay focused on the positive. I recently went back and looked at it. It was basically 200 pages of me writing “[absurd]” over and over.

Result: After the symposium concluded, many of the AWHONN nurses accessed and utilized the custom deck.

Your Turn

Research indicates humor can play a crucial role in sustaining well-being by reframing stressful situations. To cultivate a workplace environment that embraces humor, it is recommended to establish structured times for therapeutic comedy, such as five minutes before a meeting or during team-building events. Employees can engage with the cards, contributing their [absurd] ideas and sharing their favorite jokes. This approach ensures the use of humor in the workplace is relevant, inclusive and enjoyable. For those interested in trying it out, this sample Laugh It Off! deck provides a starting point.

Practice, Practice, Practice

One of the biggest challenges trainers face is the issue of time. To achieve meaningful behavior change or habit formation, employees need dedicated time to practice. Therefore, it can be argued that the most effective use of a training session is to engage employees with these types of collaborative challenges.

But where do we start? Given that creating a card game may not be feasible with all content, try experimenting with the following active learning strategies:

Interactive Reading With Multiple-Choice Questions

Foster participation by assigning groups to read an article. Encourage them to formulate three multiple-choice questions based on the content. Groups can then exchange questions and provide answers, promoting a dynamic exchange of knowledge.

Visual Representation Through Collaborative Drawing

Engage participants by having them view a brief video of the content and then collaboratively create a visual representation, such as a drawing, that encapsulates the key concepts presented.

“Paperslide” Creation for Peer Teaching

Enhance engagement by dividing participants into groups and assigning each group a specific section of the information. Challenge them to construct a paperslide video — a visually engaging presentation on paper — that effectively teaches their assigned content to their peers. This hands-on approach encourages both creativity and active learning.

Stay the Course

What about employees who prefer traditional learning methods? While many individuals appreciate interactive and playful learning experiences, there will always be some who resist this approach. Here are strategies for effectively managing pushback:

Clearly Articulate the Training Structure

Provide a thorough explanation of why the training is structured in a particular way. Support your approach with relevant research that influenced the design of the session. A well-communicated rationale can often bring skeptics on board.

Maintain Confidence in the New Design

Embrace a forward-thinking attitude and exhibit confidence in the newly designed training. Develop a clear plan and adhere to it consistently. Similar to students in a classroom, adults can tell when a trainer is uncertain, leading to discomfort with trying new methods. Confidence in the training plan will help employees align with the new approach.

Acknowledge and Contextualize Feedback

Understand that negative feedback is normal. Many employees have been accustomed to traditional lecture-based learning throughout their lives. Recognize that adapting to a new style may take time for some individuals. It’s crucial to view negative feedback not as a sign of training ineffectiveness but as a natural resistance to change.

Embracing active learning not only revolutionizes the training experience for adult learners but can also enhance engagement and retention. By incorporating collaborative activities into sessions, employees have a chance to practice skills, fostering a dynamic and enjoyable environment that promotes continued learning and application beyond the training room.