LinkedIn PX

8 Adult Learning Principles for Designing Better Training

8 Adult Learning Principles for Designing Better Training

When designing effective corporate training programs, it’s crucial to understand how adults learn best. Drawing on Malcolm Knowles’ adult learning principles can help organisations create training that resonates with employees, improves engagement, and enhances retention.

In this post, we’ll explore eight essential adult learning principles that align with Knowles’ principles of adult learning, ensuring your corporate training is not only practical but impactful.

Adult Learning Theory Principles Infographics

Adults Need to Know Why They Are Learning

One of Malcolm Knowles’ core adult learning principles is the importance of motivation. Adults are goal-oriented and prefer to understand the relevance of their learning.

Before diving into training content, explain the “why” behind the learning objectives. How will the new knowledge help employees in their roles? Whether improving efficiency or developing leadership skills, adult learners are more likely to engage when they see the practical benefits.

Adults Bring Prior Experience to the Learning Process

Incorporating Knowles’ adult learning principles means recognising that adults have a wealth of experience. These experiences can shape their learning styles, perspectives, and approaches to problem-solving. An effective adult learning model builds on this prior knowledge, encouraging participants to reflect on their experiences and draw connections to new content. Case studies, group discussions, and real-life examples can tap into the value of experience in the training process.

Adults Are Self-Directed Learners

Unlike children, who often rely on instructors for direction, adults prefer to take charge of their learning. According to the andragogy learning theory, adult learners are more self-directed and expect autonomy in their learning journey. Training programs that offer flexibility, such as self-paced learning modules, allow employees to control their learning pace and focus on areas where they need the most improvement. Incorporating a blend of instructor-led sessions and independent learning activities can meet the diverse needs of adult learners.

Adults Are Motivated by Internal Factors

While external rewards can certainly motivate employees, adult learning theories suggest that intrinsic motivation tends to be more powerful. Adults are driven by personal goals such as career advancement, mastery of a subject, or self-improvement. Therefore, training programs should highlight how the content will contribute to an individual’s professional development. Fostering a learning environment that promotes personal growth can increase learner engagement and ensure long-term impact.

Adults Learn Best When the Content Is Relevant

Another critical aspect of Malcolm Knowles’ adult learning principles is the emphasis on relevance. Adults need to see how the training content relates to their day-to-day roles. Generic, theoretical content without practical applications can quickly disengage learners. To align with Knowles’ principles of adult learning, ensure your training focuses on real-world scenarios and challenges that employees face in their work. The more applicable the content is to their current job or future goals, the more motivated they’ll be to learn.

Adults Appreciate a Problem-Solving Approach

According to andragogy learning theory, adults often prefer learning experiences that allow them to solve real-world problems. They value problem-solving over rote memorisation and prefer applying concepts to situations they will encounter in their roles. Adult learning theory principles suggest incorporating case studies, interactive simulations, and group problem-solving tasks into training programs can foster critical thinking and make the learning experience more relevant.

Adults Need Opportunities for Feedback

Regular feedback is an essential part of the adult learning process. By providing opportunities for learners to receive constructive feedback, you can reinforce their understanding and help them make necessary adjustments. This aligns with Knowles’ principles of adult learning, which stress the importance of reflection and self-assessment in the learning process. Feedback should be timely, specific, and actionable, whether through quizzes, peer reviews, or direct communication with trainers.

Adults Need a Supportive Learning Environment

An effective adult learning model requires a safe, supportive environment where learners feel comfortable asking questions, making mistakes, and expressing themselves. According to adult learning theories, adults are more likely to engage in the learning process if they feel respected and valued. Creating an inclusive and encouraging atmosphere will foster trust and increase participation. Encouraging collaboration and providing emotional support can help reduce anxiety and boost confidence in learners.

Design Your Ideal Training Model With eSkilled!

Designing corporate training that resonates with adult learners is essential for fostering a culture of continuous learning and development. Integrating Malcolm Knowles’ adult learning principles into your training design ensures that your programs are relevant, engaging, and effective.

Do you need an enterprise LMS that can help you effectively design your team’s training model? eSkilled offers efficient user interface, engaging features, and automated data generation to help companies revolutionise their upskilling processes.

Book a demo today!

Share this on:

Subscribe now to get the latest update!