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Are you asking the right questions in your training sessions? Well-crafted questions don’t just check for understanding—they ignite curiosity, encourage critical thinking, and create meaningful discussions. For adult learners, the right questions can transform passive listening into active engagement.
In fact, there are six levels of questions, based on Bloom’s Taxonomy: Knowledge, Comprehension, Application, Analysis, Synthesis, and Evaluation. Here’s how each level can enhance a training session:
1. Knowledge: Recall and Recognition
This level focuses on recalling facts, terms, or basic concepts.
Example: “What are the four phases of project management?”
Use these questions at the beginning of a session to assess prior knowledge, or during a recap to reinforce learning.
2. Comprehension: Understanding Concepts
Here, learners demonstrate understanding by explaining concepts in their own words.
Example: “Can you describe the key objectives in each project phase?”
Ask comprehension questions to gauge understanding before moving to more complex material.
3. Application: Using Knowledge in New Situations
This level challenges learners to apply concepts in practical scenarios.
Example: “How would you apply the risk management framework to an upcoming project?”
Encourage learners to use what they’ve learned in real-world scenarios.
4. Analysis: Breaking Down Information
Analysis questions require learners to identify patterns, relationships, or components.
Example: “What factors contributed to the success or failure of your last project?”
Encourage group discussions where learners can analyze situations and discuss different perspectives.
5. Synthesis: Creating Something New
At this level, learners combine information to create new ideas or solutions.
Example: “How could you design a more efficient communication plan for your project team?”
Have learners collaborate in small groups to propose new strategies and share them with the class.
6. Evaluation: Making Judgements and Decisions
Evaluation questions encourage learners to justify decisions and assess outcomes.
Example: “Which project management tool would be most effective for managing a remote team and why?”
Use these questions during debriefs or reflection activities to develop critical thinking and decision-making skills.
A well-facilitated training session incorporates questions from all six levels. Start with knowledge and comprehension questions to establish a foundation, then move toward higher-level questions to promote application, analysis, and creativity. Finally, use evaluation questions to wrap up the session and encourage reflection.
When you ask the right questions, you do more than deliver content—you empower learners to think critically, apply concepts, and engage deeply with the material. By incorporating questions strategically throughout your training sessions, you create an environment where learning is interactive, meaningful, and impactful.
So, what questions will you ask in your next session?
Additional Resource: Unlock Deeper Learning with These 6 Question Types [Video]
If you want to learn how to connect with your adult learners, dig below surface-level questions to encourage deeper learning, and use questions to promote learning acquisition and retention, our How Adults Learn workshop covers these topics and more.
