Adults Learn Differently: Making Your Training Work for Grownup Brains
TrainSMART - Corporate Training Solutions
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When it comes to training, one size does not fit all. The ways adults best absorb new information are different from the ways kids learn.
Understanding the science of “andragogy” is key to designing and delivering training that clicks with adult brains. This post will break down how to apply core principles of adult learning.
You’ll learn how to:
Put these strategies into practice and you’ll see more engaged and motivated adult learners. Your training will truly make an impact.
Adults = Self-Directed Learners
Kids depend on teachers to drive their education. Adults are used to guiding their learning based on their needs.
Adult brains love having autonomy over what and how they learn. As Malcolm Knowles, pioneer of andragogy, put it:
“Adults have a self-concept of being responsible for their own decisions and for their own lives.”
This is why lectures often don’t work. Adults want interactive formats where they choose their learning paths.
The Principles of Andragogy
Andragogy focuses on six key principles. Use these as your checklist for designing adult training:
1. Needs-based: Adults want to see how the training meets their needs and interests. Outline the objectives and benefits upfront. Start with the end in mind.
2. Experience counts: Adults have life and work experience to draw from. Structure sharing ideas and building on their knowledge.
3. Relevance required: All activities should have a clear connection to real work. No theoretical fluff allowed!
4. Problem-focused: Adult learning centers on finding solutions, not just studying concepts. Teach with real case studies and situations.
5. Practicality rules: Adults want takeaways to apply now. Focus on practical skills over abstract theory.
6. Respect me: Value adult learners and their perspectives. Create an inclusive, collaborative environment.
Now let’s explore how to apply each principle…
Needs Based: Know Their “Why”
Adults need to buy into the benefits of the training. So be clear upfront on how it will help their work or meet development needs.
Strategies include:
When you link the training to genuine needs, adults are primed to get value from it.
Experience Counts: Tap Into It
Think about the workforce today – it’s filled with seasoned professionals. Your participants collectively have years of experience.
Use discussion, Q&As, and group problem-solving to leverage those riches. Invite sharing stories, challenges, and lessons learned. It boosts engagement and peer learning.
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Adults also love it when trainers share their real-world experiences through case studies. Don’t forget to incorporate your own!
Relevance Required: Job Focused
Generic, theoretical training turns adults off. They want relevant training to do their actual jobs better.
Make sure all program elements directly connect to their work, like:
Use their actual work products and examples during skill practice too. The more you can customize their jobs, the better.
Problem Focused: Solution Seekers
Adults love to problem-solve. Leverage this desire by teaching through real-life case studies focused on finding solutions.
Have them apply new concepts to analyze and resolve a case in small groups. Then, debrief as a class.
This gives built-in practice framed around solving real workplace situations together.
Practicality Rules: Hands-On
Unlike kids, adults bristle at heavy theory. They want knowledge to use right now.
Make your training as hands-on and action-oriented as possible with:
Strive for your participants to practice using at least 70% of new skills DURING training. Then they build confidence to apply it on the job.
Respect Me: Inclusive Environment
Create an open, respectful space for adult learners. Make it collaborative rather than a top-down lecturing environment.
Strategies include:
Adults have experience and knowledge to share. Show you value their contributions and they’ll be more open to learning.
Now Put These Principles Into Action!
The principles we just covered reflect decades of research on adult learning theory. When you apply these andragogic concepts, your training sings!
Learners stay engaged, retain more, and leave motivated to apply those valuable new skills back on the job.
To experience the impact for yourself, join TrainSMART’s upcoming Advanced Train-the-Trainer Skills Workshop. You’ll gain hands-on practice in adult learning approaches to make all your programs shine.
What successes or challenges have you had in keeping adult learners interested and motivated??
Please share your thoughts and experiences in the comments!