How can you tailor your coaching approach to different adult learners?

2 Kolb's experiential learning

Another influential theory for adult learning is experiential learning, proposed by David Kolb. Experiential learning suggests that adults learn best by doing and reflecting on their experiences. As a coach, you can use experiential learning to create opportunities for your client to practice new skills, experiment with different approaches, and learn from their mistakes. For example, you can assign your client homework tasks, role-play scenarios, or challenges that require them to apply what they learned in the coaching session.

3 Honey and Mumford's learning styles

A useful tool for understanding how different adults prefer to learn is the learning styles model, developed by Peter Honey and Alan Mumford. The model identifies four types of learners: activists, who like to try new things and learn by doing; reflectors, who like to observe and think before acting; theorists, who like to understand the logic and principles behind things; and pragmatists, who like to test ideas and find practical solutions. As a coach, you can use the learning styles model to tailor your coaching approach to your client's preferences and needs. For example, you can use more action-oriented methods for activists, more reflective methods for reflectors, more conceptual methods for theorists, and more problem-solving methods for pragmatists.

4 Dweck's mindset theory

A key factor that influences how adults learn and grow is their mindset, or their beliefs about their abilities and potential. According to Carol Dweck, there are two types of mindsets: fixed and growth. People with a fixed mindset believe that their talents and intelligence are fixed and cannot be changed. People with a growth mindset believe that they can improve their skills and abilities through effort and feedback. As a coach, you can use mindset theory to help your client develop a growth mindset and overcome limiting beliefs. For example, you can praise your client's effort and progress, not their talent or intelligence; you can encourage your client to embrace challenges and learn from failures; and you can help your client set realistic and achievable goals.

5 Mezirow's transformative learning

A final theory that can inform your coaching approach is transformative learning, introduced by Jack Mezirow. Transformative learning is the process of changing one's perspectives, assumptions, and values as a result of a critical reflection on one's experiences. Transformative learning can lead to personal and professional growth, as well as social change. As a coach, you can use transformative learning to facilitate your client's transformation and help them reach their full potential. For example, you can ask your client to examine their beliefs and assumptions, challenge their perspectives, and explore alternative viewpoints.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?