The Adult Learning Theory Explained

The adult learning theory or andragogy consists of 4 main principles and 5 main assumptions. Let's explore this popular theory in great detail and learn how to support adult learners.

Our brains stop developing at the age of 25, says NIH. This doesn't mean adults can't learn anything new, but they should engage in various practices that keep their brains active and constantly learning, such as hobbies.

Simply put, adults can easily revisit the learning process but should explore different material retention strategies. That's where the adult learning theory, also known as andragogy steps in.

In this article, we'll explain the adult learning theory and teach you how to incorporate it into corporate training. Let's start by learning who Malcolm S. Knowles, the father of this theory, is.

What Did Malcolm Knowles do?

Malcolm S. Knowles played a key role in understanding how adult brains learn during the 20th century. He was a respected American educator and researcher, mentored by Eduard Lindman, another renowned figure in the adult education landscape.

In 1959, Knowles joined Boston University and during his time there, he wrote texts which we consider the foundation of the adult learning theory.

In 1970, he published The Modern Practice of Adult Education. Three years later, he produced The Adult Learner. In 1975, he updated these pieces and published a brand new book, Self-directed Learning.

What is the Knowles Adult Learning Theory?

Children learn new ideas, concepts, and rules by listening, exploring, and practicing. It starts at home and continues at school. In other words, the adults around them choose what they will learn and how they will learn it. As they grow, they use what they’ve learned in their daily lives.

Adults think and learn differently from children. They make decisions, contribute to society, and guide themselves (Knowles, Holmes, & Swanson, 2005, p. 64). Their life experiences shape how they learn, and they stay motivated by their goals.

Teaching adults like children just repeats information, confuses them, or bores them. This changed in the early 1970s when Malcolm Knowles introduced andragogy (Knowles et al., 2005, p. 1). Some educators and theorists resisted andragogy because it wasn’t tied to a strict theory, but Knowles saw it as flexible.

He called it a "conceptual framework" instead of a fixed theory or goal (Merriam, Caffarella, & Baumgartner, 2007, p. 87). Knowles believed adult educators should guide learning, focusing on each learner and their experience without getting distracted by other theories (Knowles et al., 2005, p. 141).

Adult Learning Theory: Principles and Assumptions

Adult learning theory, called "andragogy," suggests that adults learn differently than young people. Here's a summary of the key adult learning principles and assumptions of Knowles' adult learning theory as well as examples:

Adult Learning Principles:

• Involvement in learning: Adults prefer taking part in planning and carrying out their learning.
• Accessing past experiences: Adults use their past experiences to understand new ideas.
• Problem solving: Adults focus on solving problems and using reasoning.
• Immediacy: Adults want to apply what they learn right away.

Adult Learning Assumptions:

• Self-concept: Adults often have a more independent and self-directed nature.
• Experience: Adults rely on their past experiences for learning.
• Readiness to learn: Adults learn with a purpose, and they're usually goal-focused.
• Orientation to learning: Adults want learning to be useful in their daily lives and don't like broad topics.
• Motivation to learn: Internal motivation is what drives adults. They seek self-improvement rather than learning for others.

How to Support Adult Learners?

Adults differ from younger students, with their own motivations and expectations. They learn best by doing and applying new information, not just memorizing facts.

Adult learners often expect more from their education, focusing on achieving specific goals and wanting to know how learning will help them meet those goals.

• Problem-solving works well for adult learners, who enjoy tackling real-world challenges.
• Using practical examples helps them connect new information to their own experiences.
• Activating their prior knowledge before introducing new concepts boosts understanding.
• Experiential learning, such as Kolb's cycle, enhances learning by guiding them through experience, reflection, and testing what they’ve learned.
• Clear connections between the lessons and their goals keep them motivated.
• Introduce social-emotional learning tools (SEL) for building better connections in a professional setting.

Each adult learner has unique experiences, knowledge, and goals. Therefore, applying the best practices in corporate training is not enough. Offering different learning options helps them choose what works best.

Additionally, respecting their background and encouraging discussions creates a positive environment. Instructors also learn by engaging with adult learners, making the process more interactive and beneficial for both sides.

Applying the Adult Learning Theory to Corporate Training

Now that you understand the theory of adult learning, consider these practical tips for using it in corporate training:

Just a quick note: If you're a learning and development professional, learn the benefits of AI in corporate training.

Analyze, analyze, analyze

Take a moment to dive into the details of your training. Use common methods like the ADDIE training model to consider who will be learning, what they need to know, when and where the training will take place, and how it will happen.

Reflect on past training sessions to see what worked well and think about how to demonstrate the real value of your training to employees and customers.

Get Everyone Involved

Adults thrive on involvement. Before you create online courses, ask your employees what they’re interested in learning and how they’d like to learn it.

During training, encourage discussions and collaboration through your adult education software. Afterward, gather feedback on everything from tests to content and the tools you used. This approach fosters a sense of participation and ownership in the learning process.

Encourage Self-Directed Learning

Let’s be honest—mandatory training often feels like a chore. With a free LMS, you can create a self-directed learning environment. Allow learners to pick when and where they want to train, choose courses that pique their interest, and set personal learning goals.

Use Real-Life Examples

Adults want to connect training to their everyday lives. When designing your content, include real-world examples. For instance, if you’re training customers on your product, walk them through a workflow they will actually use and explain how it benefits them. In employee training, highlight how the training translates to their roles and provide relevant examples.

Let Learners Find Answers

Since adults enjoy tackling problems, don’t just hand them the answers. Design courses that challenge them to think critically. Use assessments and simulations that mimic real-life problems, allowing learners to apply their skills and discover solutions on their own.

Try New Ideas

Adult learning theory opens up various practical applications for corporate training. The secret to effective learning lies in experimentation.

Try out different elements of the theory in your training sessions and observe how they enhance the learning experience for employees and customers alike.

Pro tip: Introduce microlearning, as it helps adults learn vast concepts in small chunks. It's highly effective because it doesn't overwhelm learners and allows them to learn hierarchically. First, they learn the basics, then they dive into more complex concepts.

However, explore the pros and cons of microlearning before applying it to your learning and training programs.

Adult Learning Theory and Principles: Closing Thoughts

The adult learning theory by Malcolm S. Knowles changed how we view teaching adults. It highlights that many adults learn best when they can take charge of their education. However, some adults prefer guidance and structure instead of doing everything on their own.

Cultural backgrounds also affect how people learn. For example, in some cultures, self-directed learning might feel strange. That’s why training experts should understand the different needs and experiences that adult learners bring.

In conclusion, the adult learning theory isn't perfect, but it's still relevant today. It offers many useful ideas for training programs, which learning and development professionals should definitely explore.

By connecting new information to what adults already know and what they want to achieve, trainers can create more fruitful learning experiences. However, they should remember that adult learners have unique needs and require a more personalized learning approach.

‍