성인 학습 이론 설명

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.

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프로 팁: 소개 마이크로러닝어른들이 작은 덩어리로 방대한 개념을 배울 수 있도록 도와주기 때문입니다.학습자에게 부담을 주지 않고 계층적으로 학습할 수 있기 때문에 매우 효과적입니다.먼저 기초를 배운 다음 좀 더 복잡한 개념으로 넘어갑니다.

그러나 다음을 탐색하십시오. 마이크로러닝의 장단점 학습 및 훈련 프로그램에 적용하기 전에

성인 학습 이론 및 원칙: 마무리 생각

Malcolm S. Knowles의 성인 학습 이론은 우리가 성인을 가르치는 관점을 변화시켰습니다.이는 많은 성인이 자신의 교육을 책임질 수 있을 때 가장 잘 배운다는 점을 강조하고 있습니다.그러나 일부 성인은 모든 것을 혼자서 하는 것보다 지침과 체계적인 구조를 선호합니다.

문화적 배경은 사람들의 학습 방식에도 영향을 미칩니다..예를 들어, 일부 문화권에서는 자기 주도 학습이 이상하게 느껴질 수 있습니다.그렇기 때문에 교육 전문가는 성인 학습자가 가져오는 다양한 요구와 경험을 이해해야 합니다.

결론적으로 성인 학습 이론은 완벽하지는 않지만 오늘날에도 여전히 관련이 있습니다.학습 및 개발 전문가가 반드시 탐구해야 할 교육 프로그램에 대한 유용한 아이디어를 많이 제공합니다.

성인이 이미 알고 있는 것과 달성하고자 하는 것에 새로운 정보를 연결함으로써 트레이너는 보다 유익한 학습 경험을 만들 수 있습니다.그러나 성인 학습자에게는 고유한 요구 사항이 있으며 보다 개인화된 학습 접근 방식이 필요하다는 점을 기억해야 합니다.

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