Adult Learning Theory: A One-Stop Guide to Use It in Employee Training

What makes learning as an adult challenging? Whether it’s driven by curiosity or workplace demands, there are several factors that complicate the process. However, with the right approach and mindset, learning as a grown-up can be manageable.

In this article, we will look at the key theories and principles of andragogy. We’ll delve into understanding “What is adult learning?” and find out how to teach older learners effectively.

• What is an Adult Learning Theory? 
• Difficulties in Adult Learning
• Learning Theory Comparison Chart 
• Major Adult Learning Theories
• Best Adult Learning Techniques to Boost Engagement 
• Useful Resources

What Is an Adult Learning Theory? 

Andragogy, which is another name for adult teaching theories, can be defined as the study of how people acquire new information, skills, and abilities. At its core, this theory acknowledges that grown-ups have unique traits that have a major impact on their learning process and shape adult learning styles.

Early childhood education programs usually focus on teaching children the basics and encouraging them to think critically. When compared to younger students, mature learners have a plethora of experience and information to draw on. Their desire to learn is based on their wants, needs, and hobbies, which makes their learning path naturally different from a child’s.

Adults are usually self-motivated and able to direct their own learning, while younger students may lack independence and drive if they’re not interested. Mature learners know why what they are learning is important, which motivates them to actively seek out opportunities to grow and improve.

When adult learners are involved, the teaching setting changes in significant ways. Grown-ups learn best in places that allow them to be independent and where they can organize themselves, not in standard classrooms where the teacher is in charge. The standard role of the teacher is replaced by mentors, coaches, facilitators, or subject matter experts who lead students through collaborative and hands-on learning.

However, some things can be challenging when learning as an adult. The student’s emotional baggage, life events, and internal motivations create issues that teachers have to solve in very different ways. Understanding the issues, such as getting over the fear of failing and dealing with limited time, is important for crafting training programs that work well and are interesting for adult learners.

Learning Difficulties for Grown-Ups

Adults sometimes encounter obstacles that can hinder their path to learning, such as coping with time limitations or overcoming psychological barriers. But what else is on the list?

Focusing

Maintaining focus in the face of conflicting demands is especially difficult in today’s fast-paced workplace where training accounts for only around 5% of employees’ time on the job. It might be challenging for “grown-ups” to carve out time for education due to their packed schedules at work and at home. This issue is made worse by distractions like a busy family life, demanding children or pets, or an excessive reliance on smartphones. Therefore, it is crucial to establish learning environments that are conducive to minimizing distractions and maximizing participation

Not seeing the big picture

Workers may see training as pointless if they don’t know how it helps the business achieve its objectives and what the meaning of this training is in the overall context. Organizations must emphasize the significance of training in promoting both individual and corporate success by articulating the connection between employee development and overall company performance. Thus, motivating and engaging adult learners requires an appreciation of the bigger picture and how corporate training efforts fit in.

Not understanding the purpose

Employees may consider training irrelevant if they don’t know how it will benefit them personally or professionally. Grown-ups often pursue education with a “what’s in it for me” attitude, looking for specific ways that can improve their lives. So, it’s crucial that training programs cater to the specific requirements of adult learners by showing them how to apply what they’ve learned in the real world.

Imposter syndrome

What is the imposter syndrome? In short, we can define it as an inability to take pride in one’s accomplishments, especially one’s academic performance. When faced with this situation, many people experience feelings of inadequacy in their abilities and low self-confidence. This inevitably leads to a fear of failure. Having a zeal for perfection is good until it becomes a paralyzing trait. 

To resolve this issue, it’s necessary to have a sophisticated comprehension of the specific requirements and drivers of adult learners. Organizations can help mature students succeed by emphasizing the importance of attention, outlining clear goals, and creating a positive learning atmosphere.

We’ve made a review of six of the most popular adult learning systems and methodologies to see how each can be used to facilitate adult training techniques to deliver desired learning outcomes.

Learning Theory Comparison Chart

Here’s a comparison chart of the best adult learning principles, which we’ll examine in the article. We hope it will help you grasp the meaning of each methodology and select the best strategy from the theories of adult learning for your own program design needs.

Below is a detailed overview of the most popular adult teaching theories.

Major Adult Learning Theories

As frameworks for instructional design, adult education theories shed light on the factors that encourage people to further their learning later in life. What are the practical consequences of the key theories of mature education? Let’s take a look at the andragogy learning theory.

Andragogy

A guiding principle for effective adult education, andragogy (a word originally coined by Malcolm Knowles in 1968) highlights the distinctive qualities of adult learners, which impact their preferred methods of instruction and the effectiveness of educational materials.

To better understand the unique characteristics and requirements of mature students, Mr. Knowles laid out the five tenets of andragogy:

Outcomes of Andragogy

Knowles stated seven essential outcomes of the andragogy learning model that shape the development of mature learners:

It may not be easy to include all principles in your adult learning models, and you shouldn’t expect to observe all possible outcomes. But as long as there is a positive result, progress is being made!

Transformational learning

This education methodology was proposed by Jack Mezirow in 1978, and its goal is to help students, especially those in their early to mid-adult years, question their preconceived notions and develop a more nuanced perspective on the world. Students engage in critical reflection, problem-solving, and self-examination as part of the transformative learning process. 

Here are some practical ways to create classroom environments conducive to life-changing learning:

• Expose students to new perspectives. Use different literature, guest lecturers, and experiential activities to challenge students’ beliefs.
• Encourage critical reflection. Allow students to examine their assumptions through journaling, talks, or reflective writing.
• Foster critical discourse. Encourage open discourse and debate in the classroom to help students understand complicated subjects from different perspectives.
• Utilize “disorienting dilemma” tasks. Engage learners in assignments that require them to study opposing views or interview diverse people to build empathy.

Important: As transformational learning suggests a lot of in-person communication, its implementation is a bit tricky for educators who are involved in online learning for adults.

Experiential learning

Developed by David Kolb in the 1970s, experiential learning, as one of the adult learning methodologies, places an emphasis on practical, hands-on experiences as the main means of gaining knowledge.

Active participation, reflection on practice, conceptualization of the experience, and application of the knowledge acquired from experience are the four pillars upon which experiential learning rests. They allow students to examine their past actions and draw conclusions about their strengths, shortcomings, and opportunities for growth. 

Internships, field excursions, laboratory experiments, and role-plays are just a few examples of the many forms that experiential learning can take in a classroom. Curiosity, inventiveness, and a love of learning can flourish in classrooms that incorporate experiential learning into lesson plans.

Self-directed learning (SDL)

Self-directed learning, proposed by Malcolm Knowles and D.R. Garrison, encourages students to take charge of their education. Self-directed learners identify their own educational needs and then choose their own paths to fulfill them. They take control of every step: find necessary resources, plan learning activities, and evaluate their success. While selecting appropriate instructional materials, they rely greatly on learning apps for adults and different web-based training solutions. 

This strategy promotes autonomy, intrinsic motivation, and a love for learning.

Project based learning (PBL)

The idea of developing professional skills through instruction based on real-world challenges is not new. Project-Based Learning (PBL) was introduced in 1897 by John Dewey, who called it “learning by doing.” 

The PBL method encourages students to apply their knowledge to real-world circumstances. It emphasizes student inquiry, discussion, and teamwork as the projects often combine issues from several sectors to foster analytical and problem-solving skills.

PBL requires learners to solicit feedback and continually review results. This iterative process is believed to increase the possibility of long-term retention of new skills and knowledge. 

It requires the use of diverse skills, including inquiry, problem-solving, collaboration, and communication.

Action learning

The action-and-reflection-based problem-solving strategy known as “Action Learning” was first proposed by Reg Revans in 1982. The basic idea of this system is that adult learning is best accomplished when applied to the resolution of concrete urgent problems.

Teams of learners work together to address a real issue affecting a community or business. The process is arranged into 3 steps:

1. recognizing the problem and making all necessary clarifications; 
2. reflecting on what can be done to solve the problem; 
3. taking action. 

To ensure the effectiveness of the learning process, the group needs a mentor who can guide their discussions, considerations, and subsequent actions.

Action learning is especially fruitful when dealing with complicated challenges in an organizational context because it draws on a wide range of viewpoints and skills and taps into group intelligence.

Best Adult Learning Methods to Boost Engagement 

Teaching grown-ups new material isn’t enough; you need to pique their interest and get them involved in the process by designing engaging, interactive lessons. Teachers can help students become more actively involved in their own learning, have a more thorough comprehension of course material, and gain the confidence to succeed academically by using proven adult training principles. Here’s how you can achieve that:

Involve learners in planning their learning

Include mature students in the planning stages to give them more agency. Give them the freedom to decide what they want to learn, how fast they want to acquire it, and what kind of structure they want their lessons to follow. You can even give them a choice of training activities that are more appealing to them.

Make it similar to problem-solving

Present lessons as challenges with real-world solutions. Give examples of problems or situations that call for research and analysis of information. Mature students tap into their hidden critical thinking and problem-solving abilities through this method’s emphasis on active learning.

Encourage critical reflection

Stimulating students to reflect on their experiences, draw conclusions, and think about things from many angles is a great way to help them learn. As reflection encourages students to make connections between new material and their prior knowledge and ideas, it improves comprehension and enriches learning.

Allow autonomy

In the world of online/hybrid learning, it’s best to permit students to progress at their own speed while they investigate subjects that interest them. Greater engagement and motivation are fostered by autonomy since they promote a sense of responsibility and independence.

Appeal to the learners’ emotional side

Get people to relate and empathize by sharing stories, anecdotes, and pertinent experiences. Students are more likely to pay attention and retain information when they have a personal investment in the material.

Create a story

Make up stories or settings that students can’t help but get swept up in. Add nuggets of information that students will remember and identify with by using narrative approaches; this will captivate their interest and encourage them to think creatively.

Provide inspiring examples

Bring attention to relevant, real-life instances of accomplishment and success. Students can be inspired to learn through compelling stories and real-life case studies that show how their knowledge can be used to make a difference.

Stimulate with intrinsic rewards

Raise students’ inner motivation by stressing how much they will benefit from and love learning on their own. Acknowledge students’ efforts and successes while also giving them chances to learn by doing. More student engagement and persistence toward learning objectives can be achieved when learning itself provides a sense of intrinsic reward.

Below, you’ll find out how to work with the learning material for grown-ups in the most effective way.

To Sum Up 

Instructional designers can use the principles of adult training theories as a basis for their overall learning architecture. Once you’ve chosen the best-fit learning approach, a robust authoring tool can help you create a learning activity that develops job-essential skills and knowledge. Download a free iSpring Suite trial and explore all of its features right now.

Useful Resources

Check out some more articles about adult teaching theories on our blog:

• The 11 Best HR Tools for Streamlining Your Workflow
• What eLearning Is and How It Benefits Businesses
• The 70:20:10 Learning Model: How to Enhance it with Technology
• 5 Types of Employee Training and How to Get Improved Results with eLearning
• 12 LMS Benefits For Recruiters, HR, Sales and Commercial Directors
• The Ultimate Guide to Lecture Capture
• How to Build a Learning Culture