It can be easy to assume that the way individuals take in information is fairly consistent. However, have you ever considered how the dynamics of learning change as we age? Consider the strategies used to teach early elementary students, versus someone in high school. How is the classroom laid out? How is information delivered? What are the expectations of the students to help them learn?
This also carries over to how adults learn. It is called andragogy, and it is the study of how adults learn differently from children. We often associate the majority of our structured learning with our younger years. And while this is true, learning is a life long process that changes overtime, so understanding adult learning theory and its styles is crucial to delivering effective corporate training.
Learn more about adult learning and empower yourself to deliver your training accordingly with our guide to adult learning theory below.
MALCOLM KNOWLES’ 5 ASSUMPTIONS OF ADULT LEARNERS
While the word andragogy can be traced back to the 1800s, the most popular research and theorizing of it can be traced back to Malcolm Knowles in 1968. Malcolm Knowles was an American adult educator who used scientific methods to determine the most effective ways to teach adults. Through this and his experience teaching at the YMCA and working for the Adult Education Association, he developed four assumptions about how adults learn (he added the fifth assumption several years later). They are:
As an adult, our experiences give us a stronger self-concept. This helps us better understand our learning needs, style, and preferences. Along with this, as we move further into adulthood, we become less dependent on others, and shift to having a strong sense of independence. This can make it more challenging to sit in a classroom and learn from another instructor. This means that adult learners tend to prefer a more self-directed approach to learning, rather than instructor-led. Furthermore, because of this independence, adults tend to prefer to be involved in the planning and evaluation of their instruction.
2. ADULT LEARNER EXPERIENCE
The experience an adult has already gathered before entering a training workshop through previous education, work experience, and life in general is significantly higher than a child entering a learning environment. Adults have hands-on experience, accumulated knowledge, and have learned from making mistakes. This must be considered when teaching adults, as it can help them make meaningful connections that will help them better retain information. As a trainer, being mindful of the things your adult learners have experienced can help you better engage them.
3. READINESS TO LEARN
As adults, our readiness to learn is most prevalent when the topics resonate with our everyday lives, such as growth or advancement in our career. When there is a strong and relevant reason to learn, adults are significantly more interested in learning. If adult learners can’t see how they can apply what they are learning to their life – whether personally or professionally – they will be significantly less engaged in your workshops. If learning can help them better fit into their roles in society, they will be more likely to value the training they take in.
4. ORIENTATION OF LEARNING
The orientation of adult learning is less focused on content, and more focused on practicality. Adult learners want to learn things that will help them solve problems in their lives or careers. This shift in perspective means that adult learners prefer to take in information that they can immediately apply to better hone their skills, increase productivity, and advance their career and organization wherever relevant. This is also referred to as problem-centered learning rather than content-centered learning.
5. MOTIVATION TO LEARN
A child’s motivation to learn generally comes from the guidance of adults, such as parents, teachers, and mentors. Adult learners generally have a desire to learn based on internal factors. This includes personal reasons such as increasing self esteem or progressing in their workplace. An adult building maturity overtime leads to them better understanding what they need to learn to progress in life, and they will be motivated to train based on that.
TIPS TO SUIT YOUR TRAINING TO ADULT LEARNERS
So what does this mean? And how does it impact your corporate training? Below are our tips for providing corporate training to adults based on Knowles’ Assumptions for Adult Learning:
- Ensure you can back up your credibility as a trainer to build trust with your learners. This can help you keep your adult learner’s attention despite their increased independence compared to a child.
- Provide self-directed learning options if possible. As a trainer, it may feel like you are losing a sense of control in your training by providing self-directing options. However, for adults it can be just as – if not more – effective, as it better aligns with many adults learning preferences. Self-directed learning can be implemented through eLearning for convenient, instructorless training.
- Involve your learners. Adult learners like to feel involved in the learning process. As a trainer, sending notes or agendas ahead of time to your learners about what will be covered in your workshop can help your learners prepare any questions or other topics they would like to see covered when they enter the training. Giving your learners an opportunity to evaluate your training can also give you strong feedback that you can implement in the future and give your learners more of a say in their training.
- Encourage your learners to draw on their previous experiences. Take opportunities to let your learners share their experiences and relate them to your training. This could be through group conversations or activities that allow them to reflect on their experience. Being able to share this experience and apply it to your workshops will help the content better resonate with all the learners.
- Highlight the benefits and focus on the impact. Being strategic on your promotion and opening of your training workshop can set the tone for how engaged your learners are for your entire workshop, especially when it comes to adult learners. Consider your learner’s wants and needs. Career advancements? Increased professional value? General improvement of soft skills? Make sure you have some of these points ready to communicate to your learners so that they can understand the benefits of your training and how it can help them grow personally or professionally.
- Focus on training that can solve problems for your learners. This boils down once again to understanding your trainee’s needs. What challenges or obstacles are they facing that would make your training worth their while? Ensuring these solutions are incorporated into your training will make your workshops truly stand out.
- Increase motivation by focusing on the internal impact. Understanding your trainee’s motivation and how motivation is unique to adult learners will help you plan your workshops in a way that will keep your trainees engaged. Make sure your training is relevant to the factors that will motivate your trainees such as advancements in their workplace or personal development.
As adults develop more skills and knowledge, their learning style and experience impacts how they best take in information. By referring to adult learning theory and applying it to our training, you can ensure you are providing the best possible corporate training to your learners.
Posted by Katelyn Roy on