In the dynamic and high-stress environment of work, engaging adult learners requires more than the traditional lecture-based or click-through content training methodologies, which can often feel as stimulating as watching grass grow. One way to ensure your training programs are engaging, effective and have a long-lasting impact is the 5E Model of Instruction.

The 5E Model is a versatile, comprehensive framework that caters to learning at any stage and using any delivery method, from in-person workshops to digital learning platforms. The potency of the 5E Model in nurturing meaningful learning experiences is rooted in more than just theory. Research by Bybee et al. demonstrates how its application can significantly enhance understanding, reasoning skills and learner engagement.

This evidence-based approach shifts the focus from passive information delivery to active participation and discovery, making it an ideal choice for adult learning contexts where engagement and practical application of knowledge are paramount.

The 5E’s Applied to Adult Learners

Engage

The Engage phase germinates interest and nurtures commitment to the learning journey. Imagine initiating a training session with a real-life example or a tricky problem. This simulation, lasting just a few minutes, not only grabs attention but also resonates with the learners’ own experiences, setting a relatable stage for the training.

This approach serves two crucial purposes: First, it directly engages employees by presenting a complex, real-life situation, demonstrating how this training may help them perform in their roles. Second, it presents a situation that is not easily solvable or understood, requiring learners to problem-solve. It sets the stage for a smooth transition into the more hands-on phases of the model, ensuring learners are not just passive recipients but active participants in their learning journey.

Explore

After planting the seed of curiosity with an engaging scenario, the Explore phase deepens learners’ roots in the content. In this phase, employees are encouraged to approach the problem with a hands-on mentality, applying their own insights and strategies to navigate through the challenge. It acts as a vine, intertwining learners’ past experiences with the new skills they’ll acquire.

This process is deeply rooted in the principle of adult autonomy, acknowledging the importance of self-directed learning. Trainees work in groups, engaging in peer learning and open discussions, where they’re not only sharing their insights but also facing constructive pushback from their peers. This collaborative learning environment fosters a deeper understanding of the communication skills framework, as each participant uncovers different facets of the initial scenario.

As the exploration blossoms, trainers facilitate a collective reflection session, inviting participants to contribute their findings and strategies to the wider group. This inclusive approach ensures that all voices are heard, misconceptions are identified and everyone is equipped with a common context in the Explain stage.

Explain

Transitioning from the collaborative exploration of a complex scenario or phenomenon, the Explain phase is where the collective insights and experiences of learners are synthesized into structured knowledge. Using the scenario from the Engage phase as context, the facilitator will pull out insights from discussions and elevate to a theoretical level where specific frameworks or knowledge are explicitly explained by the instructor.

In this phase, explicit instruction becomes the tool to synthesize the exploration into specific, actionable takeaways or new ways of thinking. For example, the facilitator could introduce a structured communication skills framework, directly addressing the strategies that can diffuse tension and foster positive interactions. This framework not only encapsulates the best practices gleaned from the group’s exploration but also aligns them with the formal concepts and practices essential for successful communication.

The explicit instruction here is more than just presenting information; it’s about transforming the group’s collective insights into a coherent body of knowledge. By leveraging the common context of the previously discussed example, the trainer bridges the gap between theory and practice, ensuring that the learning is not only understood but is also ready to be applied in real-world situations. This phase is like the dawn breaking over a shadowed forest, offering trainees the clarity and confidence to navigate customer interactions successfully, rooted in a solid foundation of communication skills.

Elaborate

The Elaborate phase is where the seed sprouts into a sapling, turning broad knowledge and frameworks into practical skills that flourish across a variety of real-world scenarios. After grasping the structured knowledge or framework in the Explain phase, learners are now faced with the challenge of applying these principles in new, often more complex scenarios. This stage is about stretching their understanding and capabilities, pushing the boundaries of what they’ve learned.

By engaging in this practical application, learners not only reinforce their understanding of the core concepts but also gain confidence in their ability to handle a variety of situations. This ensures that the knowledge and skills acquired are not merely theoretical but are deeply embedded in their professional practice.

Evaluate

The Evaluate phase stands as the capstone of the learning journey, focusing squarely on assessment and feedback to determine the extent of learning and application. This phase is crucial for gauging whether learners have met the learning objectives and can effectively apply new knowledge or frameworks in their work. Feeding this back to employees is integral to adult learning, reinforcing the acquired skills and fostering a culture of feedback and continuous learning.

Assessment in the Evaluate phase can be comprehensive, incorporating self-assessment, peer feedback and trainer evaluation. When combined, these evaluation methods provide a holistic view of each learner’s capabilities, fostering a culture of self-reflection and continuous improvement.

Depending on time and resource limitations, a single assessment can also be effective. This may be as simple as peer feedback or asking questions about the learning goals. Regardless, evaluation should focus on employees’ ability to apply their new skills on the job, not their ability to memorize the content.

The true strength of the 5E Model lies in its scalability and flexibility. It can be effectively integrated into a single learning session, offering a concise yet impactful exploration of a specific skill or concept. However, its potential is magnified when applied across a broader curriculum — spanning entire units or topics — where the interconnectedness of concepts and skills can be fully explored and reinforced through repeated cycles of engagement, exploration, explanation, elaboration and evaluation. This iterative approach, with cycles within cycles, ensures that learning is not a linear journey but a spiraling path of advancement, where each phase of the 5E Model builds upon and reinforces the previous.

The 5E Model marks a departure from the traditional, passive transfer of knowledge, advocating instead for a process that engages employees in active discovery, exploration and application of new skills. This multifaceted approach makes learning more engaging and relevant while also ensuring it is deeply integrated and readily applicable in real-world scenarios. By adopting the 5E Model across different scales of learning — from individual sessions to comprehensive programs — workplaces can enhance their training processes to tackle challenges across their learning landscape.