How to Use Adult Learning Theories to Create Effective Training Programs

Adult learning theories are a set of principles that explain how adults learn best. By understanding these theories, L&D professionals can create training programs that are more effective and engaging for adult learners.

What are adult learning theories?

There are many different adult learning theories, but some of the most common include:

• Self-directed learning theory: This theory, developed by Malcolm Knowles, emphasizes the importance of learners taking responsibility for their own learning. Adults are motivated to learn because they see it as relevant to their own goals and needs. They have a wealth of experience to draw on, and they prefer to learn in an active and problem-solving way.
• Problem-based learning theory: This theory, developed by David Kolb, suggests that learners learn best by solving problems. Adults are typically good at identifying problems and finding solutions. They prefer to learn in a hands-on way, and they are motivated by the opportunity to apply what they learn to real-world situations.
• Experiential learning theory: This theory, developed by David Kolb, suggests that learners learn best by reflecting on their experiences. Adults have a wealth of experiences to draw on, and they are motivated to learn from their mistakes. They prefer to learn in a collaborative way, and they are motivated by the opportunity to share their experiences with others.
• Transformative learning theory: This theory, developed by Jack Mezirow, suggests that adult learning is often transformative, as it can lead to changes in learners' beliefs and perspectives. Adults are open to new ideas and perspectives, and they are motivated to learn in order to grow and develop. They prefer to learn in a supportive and challenging environment, and they are motivated by the opportunity to make a difference in the world.

Why are adult learning theories important in L&D?

Adult learning theories are important in L&D because they can help to ensure that training programs are designed in a way that meets the needs of adult learners. By understanding how adults learn, L&D professionals can create programs that are more effective, engaging, and relevant.

How to implement adult learning theories in your training programs?

Here are a few tips:

• Start with the learner: When designing a training program, start by understanding the needs, interests, and experiences of the learners. What do they want to learn? What do they already know?
• Set clear learning objectives: The learning objectives should be specific, measurable, achievable, relevant, and time-bound. This will help to ensure that the training program is focused and effective.
• Use a variety of learning activities: Adults learn in different ways, so it is important to use a variety of learning activities. This could include lectures, group work, simulations, and games.
• Create a supportive learning environment: The learning environment should be safe and supportive, where learners feel comfortable taking risks and making mistakes.
• Provide opportunities for reflection: Learners need opportunities to reflect on their learning and make connections between the new information and their own experiences.
• Be flexible: Adult learners have different learning styles and needs, so it is important to be flexible in your approach.
• Use technology: Technology can be a great way to make learning more interactive and engaging.
• Partner with subject matter experts: When possible, partner with subject matter experts to ensure that your training programs are accurate and up-to-date.
• Evaluate the learning experience: It is important to evaluate the learning experience to ensure that it is meeting the needs of the learners. This could be done by using surveys, tests, and interviews.

Examples of adult learning theories in practice:

• Self-directed learning theory: A training program on time management might use a self-paced learning module that allows learners to work at their own pace and focus on the areas that they need the most help with.
• Problem-based learning theory: A training program on project management might use a case study approach that allows learners to work through a real-world problem and develop their own solutions.
• Experiential learning theory: A training program on leadership might use a simulation that allows learners to practice leading a team in a safe and supportive environment.
• Transformative learning theory: A training program on diversity and inclusion might use a workshop that allows learners to explore their own biases and learn how to be more inclusive.

Challenges of using adult learning theories:

• Time and resources: Designing and implementing training programs that are based on adult learning theories can take time and resources. It is important to be realistic about the amount of time and resources you have available.
• Expertise: L&D professionals need to have a good understanding of adult learning theories in order to use them effectively. If you do not have the expertise in-house, you may need to partner with an external consultant.
• Resistance to change: Adults may be resistant to change, so it is important to be patient and supportive when implementing new training programs.

Overcoming challenges:

• Start small: Don't try to implement all of the adult learning theories at once. Start with one or two theories and focus on using them effectively.
• Get help: If you don't have the expertise in-house, don't be afraid to get help from an external consultant.
• Be patient: It takes time to change people's habits and attitudes. Be patient and persistent with your training programs.

Quick data points:

• Adults learn best by doing. This is supported by research from the American Society for Training and Development (ASTD), which found that 70% of adults learn best by doing. This means that adults are more likely to retain information when they are actively involved in the learning process.
• Learners who are given opportunities to reflect on their learning are more likely to retain the information. This is supported by research from the University of Minnesota, which found that learners who are given opportunities to reflect on their learning are more likely to retain the information. This is because reflection allows learners to make connections between the new information and their own experiences.
• Learners who receive feedback on their performance are more likely to improve their learning.This is supported by research from the University of Wisconsin, which found that learners who receive feedback on their performance are more likely to improve their learning. This is because feedback helps learners to identify areas where they need to improve and to develop strategies for improvement.

Trends:

• Technology is increasingly being used in learning and development, as it can make learning more interactive and engaging. For example, e-learning platforms allow learners to access courses and materials online, and virtual reality can be used to create immersive learning experiences.
• The growing focus on lifelong learning. In today's rapidly changing world, lifelong learning is more important than ever. Adults need to be able to adapt to new technologies and learn new skills in order to stay competitive in the workforce.
• The increasing demand for personalized learning. Learners want learning experiences that are tailored to their individual needs and interests. This is leading to the development of personalized learning platforms that use data to create customized learning journeys for each learner.

Free or freemium tools:

• Moodle https://moodle.org/ : A free and open-source learning management system. Moodle is a popular platform that can be used to create and deliver online courses.
• Khan Academy https://www.khanacademy.org/ : A free online educational resource that offers courses on a variety of topics. Khan Academy offers short, engaging videos that can be used to learn new skills.
• edX https://www.edx.org/ : A non-profit online learning platform that offers courses from top universities and institutions. edX offers a variety of courses, including both free and paid options.

Call to action:

• If you are an L&D professional, I encourage you to learn more about adult learning theories. There are many resources available online and in libraries.
• Once you have a good understanding of these theories, you can start to apply them to your training programs.
• By doing this, you can create programs that are more likely to be successful and help your learners achieve their goals.

“The more that you read, the more things you will know. The more that you learn, the further you will go.” - Dr. Seuss

I hope this is helpful!