The way we learn changes as we age. Understanding and incorporating the basic principles and assumptions of Adult Learning Theory can not only enhance our program participants’ experience but also build a lasting impact that supports health and well-being.

Principles of Adult Learning Theory

Adult Learning Theory was developed by Malcolm Knowles in the 1980s, and the concept of andragogy was born. Andragogy theory explains that adult learners are focused on understanding why they’re doing something and prefer hands-on experiences with less instruction. Essentially, adult learners want to tackle things themselves.

Knowles established six basic assumptions about adult learning.

1. Need to Know—adult learners want to know WHY they need to learn something and understand its value.
2. Self-Concept of Learners—adult learners want to be treated as capable and direct their learning.
3. The Role of the Learners’ Experiences—Our background, learning style, motivation, needs, interests, and goals make adult learning a very individual experience. Utilizing experiential learning techniques creates an individualized learning experience. (More to come on experiential learning.)
4. Readiness to Learn—As adults, we’re motivated to learn something new when we have a problem to solve. Focusing on real-life situations will increase motivation
5. Orientation to Learning—As adults, we’re focused on tasks and problem-solving. We want to learn how to perform effectively and manage everyday problems.
6. Motivation—Adults are more likely to respond to internal motivation (i.e., increased self-esteem, satisfaction, etc.).

To summarize, adults learn best when they understand why what they’re learning is important, they can learn in their own way, and they can engage in hands-on learning in a positive and encouraging environment.

Learning styles

When it comes to processing information, there are three different ways adult learners do that, including visual, auditory, and tactile.

Visual learners learn best with graphs, charts, diagrams, and illustrations. They sit close to the instructor to avoid visual obstructions and thrive when worksheets and whiteboards are incorporated in the lesson.

Auditory learners pay close attention to the sound of your voice and subtle messages. They actively participate in discussions, and their questions usually start with “tell me…”.

Tactile learners, or kinesthetic learners, want to physically do something to support their learning. They’re willing to be your Guinea pig, helping and engaging in role-playing activities.

What is Experiential Learning?

One of the main components of adult learning theory is experiential, or hands-on learning.  To be considered experiential, the learning must include:

• Reflection, analysis, and synthesis
• Opportunities to make decisions and be accountable for results
• Intellectual, creative, emotional, social, or physical engagement
• Possibility to learn from natural consequences, successes, and mistakes

How to incorporate Experiential Learning in programming

There are multiple ways to incorporate experiential learning into evidence-based programs, including:

• Case studies—case studies allow for an in-depth analysis and discussion of real-life experience, which helps participants identify an issue and discuss how to address the issue.
• Role-playing exercises—these exercises give participants the opportunity to practice interactions, conversations, and skills one-on-one, which leads to higher comfort levels in the real world. When done well, they can be extremely powerful and effective.
• Peer group discussions—Peer discussions allow participants the opportunity to explore, practice, and test out strategies based on their personal experiences and knowledge.
• Problem-solving sessions—Giving participants the opportunity to “think outside the box” can lead to innovative solutions.

Adult Learning Theory teaching strategies

Try incorporating these strategies into your program to enhance the learning experience.

1. Make sure the material is relevant: What are participants going to take away from the session?
2. Use stories: About yourself, family, friends, or past participants to show real-life impact.
3. Take breaks to avoid information overload.
4. Encourage everyone to be involved, recognizing that some people may be more comfortable than others, tailor your approach to meet the needs of your participants.
5. Use frequent engagement check points like discussions and activities.
6. Incorporate participants' life experiences and how it relates to the material.
7. Use strategies for all learning styles to ensure everyone can engage with the material in a way that best suits them.
8.  When using materials, make sure they’re visually stimulating with images, pictures, and colors.
9. Give participants an opportunity to explore the information on their own, either during the session or with “homework.”
10. Keep an open dialogue with questions and answers.
11. Provide feedback to learners and encourage feedback regarding teaching strategies.
12. Be flexible while maintaining program fidelity. Recognize that sometimes you may end up in left field with a question or discussion, and that’s okay.
13. Share your passion for the topic: Excitement and passion are contagious. Participants will build off your energy as you facilitate the program.
14. SMILE and HAVE FUN! Think about what would make the experience enjoyable to you and incorporate those opportunities when possible.

Implementing Adult Learning Theory strategies in your evidence-based programs can have a positive lasting impact on participants, making the experience more productive and rewarding for all.

More about Adult Learning Theory

• The Effects of Training—Based on Knowles' Adult Education Principles—On Participants
• 10 Simple Principles of Adult Learning
• Boston University Institute for Excellence in Teaching & Learning
• 15 Top Strategies for Teaching Adult Learners
• 14 Great Examples of Experiential Learning in the Workplace

Photo copyright Rebecca Drobis for NCOA use only