Most of my technical career involved teaching adults and enabling their use of technology, including moving to learn online. The most important lesson I learned involved incorporating this fascinating world of adult learning theory and how it changed my enablement. This comprehensive guide covers my learnings and unveils the power of principles such as andragogy, transforming how adults learn and, ultimately, the success of instructional design. Using how adults learn best to find practical ways, you can apply these principles to real-world learning environments and revolutionize corporate learning.

Note: This indepth post originates from an outline I created of a larger course. Creating a blog post helps me formulate my planning. Also, Andragogy is the method and practice of teaching adult learners and adult education. Seems the industry likes that word. :)

In This Article:

Key Takeaways:

Adult learning theory, or andragogy, is a foundational understanding that adult learners have unique needs and preferences.
Adult learners are generally self-directed, motivated by internal factors, bring a wealth of experiences, are readiness-oriented, problem-centered, and expect immediate application of knowledge.
The learning style of adults differs significantly from that of children. Adults seek relevancy, require respect, and thrive on practicality.
Transformative learning and critical thinking are integral to adult learning, challenging learners’ preconceptions and stimulating intellectual growth.
Applying adult learning theory to instructional design, such as in a Power BI workshop, enhances engagement and learning outcomes. This involves integrating self-directed modules, real-world application scenarios, hands-on exercises, collaborative learning, and critical thinking exercises.
Planning and implementing a learning workshop keeping adult learning principles in mind can result in a highly engaging and successful learning experience.

Adult learning theory becomes even more important with Online learning where being able to capture attention and quick returns are important to success.

What Is Adult Learning Theory?

Adult learning theory, also known as andragogy, introduces a revolutionary concept established by Malcolm Knowles. It’s rooted in the distinctive ways adults learn and showcases how these methods starkly contrast with children’s learning processes.

This theory underscores that adults are essentially self-directed learners with specific learning needs. They have a readiness to learn anchored in their lived experiences and aspirations. This theory highlights that adults learn optimally when they comprehend the relevance of their learning and can apply it to real-world situations.

This is very important in today’s job market, which forces an “Always Learning” focus to maintain success.

Adults Approach Learning Practically

To make this theory a bit more tangible, let’s consider an example:

A participant in the workshop doesn’t just expect to memorize Power BI’s functionalities; they’re looking to understand its value, how it integrates into their work, and how it can help them solve real-world problems.

Consequently, the workshop’s structure should include hands-on exercises that mimic the participants' issues in their job. As adults learn from doing and making mistakes, the workshop should also encourage self-directed learning, allowing participants to explore Power BI, make mistakes, learn from them, and thus grasp the tool’s usage more effectively.

In a group setting, some learners can shut down when one or two control the activities of the group.

Inspired by adult learning theory, such an approach fosters an engaging two-way learning environment crucial to an adult’s learning process. Accordingly, when we understand and utilize the principles of adult learning theory, we can create experiences that resonate more effectively with adult learners, leading to superior learning outcomes.

In teaching children, it may be necessary to anticipate objective experience by uses of imagination but adult experience is already there waiting to be appropriated. Experience is the adult learner’s textbook.(25) Eduard Christian Lindeman’s Meaningful Quotes on Adult Learning | LinkedIn

How Do Adults Learn Differently than Children?

There are two main differences, which boil down to experiences and motivations.

The Wealth of Experiences Differs Between Adults and Children.

One key distinction between how adults and children learn comes from their wealth of experiences. Adults have a more extensive reservoir of life experiences than children. These experiences create various backgrounds and perspectives that adults bring into a learning environment. They become a resource that adults draw upon when learning new skills or acquiring new knowledge.

For example, when learning a new language, an adult might draw on knowledge of their native language or any other languages they know, while children typically start from scratch.

Adults Have Different Motivations to Learn

Another key difference lies in motivation. Adults typically engage in learning out of a clear, self-identified need. This could be the need to upskill for a job, to understand a new concept to apply in their personal life, or simply out of an intrinsic desire to know more about a subject of interest.

This motivation often translates into a more robust drive and focus on practicality. They want to apply what they’ve learned immediately and see practical benefits.

In contrast, children often learn because it’s mandated, like attending school or exploring the world out of curiosity without a defined objective.

How Can We Use These Differences in Designing Training

These fundamental differences underscore the importance of adopting different strategies when teaching adults versus children. When designing learning experiences tailored for adults, we should consider their past experiences and motivations and focus on real-world applicability to make the learning meaningful and effective.

Understanding the Four Principles of Adult Learning Theory

Malcolm Knowles’ adult learning theory, andragogy, is based on four main principles. Each principle serves as a guide for designing and implementing successful adult learning experiences. Understanding these principles can help us create engaging and effective learning programs.

Principle 1: Adults are Self-directed Learners

What it means: Adults prefer to take charge of their own learning. They want a say in what, when, and how they learn.
Why it’s important: Adults who control their learning are more engaged and motivated. They feel a sense of ownership and responsibility toward their learning process.
Example in use: In a Python programming course, students might be given a chance to choose their project, select their preferred learning materials (videos, blogs, tutorials), and decide their own pace for completing the course. This empowers them, sparking interest and encouraging active participation. This helps them take ownership of their experience.

Principle 2: Adults Bring Experience to Their Learning

What it means: Adults bring many life experiences to their learning. They can draw from past experiences to understand new concepts and apply new knowledge.
Why it’s important: By acknowledging and building on the experiences of adult learners, educators can make learning more relevant and meaningful. Using real-world examples can enhance these learning experiences.
Example in use: A manager in a leadership course can draw upon past experiences with team conflict while learning about conflict resolution strategies. The facilitator can use case studies or role-playing exercises that reflect similar situations the manager has experienced.

Principle 3: Adults are Ready to Learn

What it means: Adults are motivated to learn when they see the relevance of learning to their lives. They are ready to learn when they perceive a need to know or do something to perform more effectively in life or work. Today’s job market forces an “Always Learning” focus to maintain success.
Why it’s important: Understanding this principle allows educators to tailor their instruction to meet the immediate needs of their adult learners.
Example in use: An adult who just got promoted to a project management role is likely ready and eager to learn about project management methodologies because they see an immediate application of this knowledge to their job.

Principle 4: Adults are Problem-Centered in Their Learning

What it means: Adults are most interested in learning subjects that are immediately relevant to their work or personal lives. They want to apply their new knowledge or skills directly to solve problems or make improvements.
Why it’s important: This principle emphasizes the need for practical, problem-solving approaches in adult education.
Example in use: In a workshop about data visualization using Power BI, instead of only teaching the features of Power BI, the instructor provides real-world datasets and poses questions that the learners will likely encounter in their jobs. The learners can immediately see the relevance and application of their learning, making the learning experience more engaging and effective.

“Numerous studies of college classrooms reveal that, rather than actively involving our students in learning, we lecture, even though lectures are not nearly as effective as other means for developing cognitive skills. In addition, students may be attending to lectures only about one-half of their time in class, and retention from lectures is low.” This article was written by Richard Paul, Fall 2004, website www.criticalthinking.org The State of Critical Thinking Today – Foundation for Critical Thinking – https://www.criticalthinking.org/

Technical Learning: Application of Adult Learning Theories

Understanding andragogy can be transformative in technical training. For instance, a hands-on learning program for a new software rollout, such as Power BI, will yield better results than lecture-based training.

Understanding adult learning principles can shape more effective training programs. These theories can inform everything from the format of the training, whether it’s project-based or action learning, to its delivery method, whether it’s face-to-face or online. Thus, adopting adult learning theories leads to more engaged learners and better training outcomes.

Each principle of adult learning theory has profound implications. For example, self-directed learning encourages autonomy, fostering better learning outcomes. Readiness to learn implies designing training programs that align with employees’ needs and motivations. These and other principles contribute to an effective learning environment.

Similarly, an employee leadership program designed around real-world problems will engage learners more than theoretical sessions. These instances highlight how using the principles of adult learning theory can enhance corporate training outcomes.

Understanding adult learning principles **can shape more effective training programs**.

Transformative Learning: Beyond Andragogy Into Critical Thinking

Another type of adult learning theory, transformative learning theory, proposes that adults learn best when they’re encouraged to question their beliefs and assumptions. This transformative process enables adults to acquire new knowledge and skills, fostering critical thinking and personal growth.

The key takeaway from transformative learning lies in its capacity to spur learning and redefine how adults perceive their world. This helps the adult learner be more open to change and the new knowledge you present.

Transformative learning is intrinsically tied to critical thinking because it pushes learners to analyze and question their beliefs, values, and experiences. This form of learning goes beyond acquiring new knowledge or skills. Instead, it fosters a paradigm shift, a fundamental change in how one views the world. Learning provokes profound personal growth, leading to changes in behavior and mindset.

Incorporating transformative learning into training requires facilitators to craft learning experiences that provoke reflection and critical questioning. This process should promote dialogue and collaboration among learners, allowing them to explore different perspectives and challenge their pre-existing views. This approach aligns closely with the principle of adult learners being internally motivated and self-directed. However, this also allows the group to learn from each other and their experiences.

Example in the Context of Leadership Training

A traditional training program might provide learners with various leadership styles and theories, expecting them to understand and apply this knowledge. However, a program incorporating transformative learning principles might stimulate learners to explore their preconceptions and beliefs about what makes a good leader. This could involve discussions, role-playing, and case studies that challenge traditional views of leadership, encouraging learners to develop their own personal leadership style.

In such an environment, learners don’t just learn about leadership – they analyze, question, and reframe their understanding of leadership. This makes the learning experience informative and transformative, facilitating the development of critical thinking and problem-solving skills crucial for effective leadership.

Emphasizing transformative learning and critical thinking in adult education is paramount, as it ensures learners are not passive recipients of knowledge. Instead, they are active participants in their own learning journey, equipped with the tools to apply and adapt this knowledge in novel and complex real-world situations.

How to Apply Adult Learning Theory in Instructional Design?

These adult learning principles can be applied specifically in instructional design, using a “Learning Power BI Dashboard Design” course as an example.

Whether creating a course for new skill acquisition or knowledge enhancement, integrating adult learning principles will ensure your learners remain engaged, understand the material, and can apply it effectively.

Adults learn best through experiential, hands-on activities, collaborative and social learning environments, and real-world problem-solving scenarios. These methods align with their self-directed nature, allowing them to control their learning pace and approach.

A critical first step is to apply the principle of self-direction. Adults are autonomous and have a desire to take responsibility for their decisions. In the context of a Power BI Dashboard Design course, this could mean providing learners with a variety of resources to explore at their own pace, such as video tutorials, written guides, and discussion forums. This empowers learners to tailor their learning experience according to their preferences and needs.

Next, implement the concept of relevancy. Adults want to learn what is immediately applicable and relevant to their work or personal life. For our Power BI course, this could mean integrating real-world data sets for the learners to practice on or case studies demonstrating how well-designed dashboards can improve decision-making in actual business scenarios.

The principle of experiential learning or learning by doing is another key factor. Adults learn best when they can directly apply what they’ve learned. In a Power BI course, this might involve giving learners hands-on assignments to design their dashboards using the tools and techniques they’ve learned. These practical tasks provide learners with immediate feedback on their understanding and application of the course content.

To foster the principle of readiness to learn, you can incorporate challenges that a professional might face in the real world. By linking the learning material to the specific situations they might encounter in their role, you can ensure they’re primed and eager to learn.

Furthermore, using the principles of respect and collaboration in the course design encourages a more in-depth learning experience. Offering a platform where learners can share their work, providing a community of peers, and collaboratively problem-solving can enhance the learning process. The Power BI course could facilitate this through group projects, peer-review exercises, or online discussion forums.

Lastly, integrating the transformative learning principle, ask your learners to reflect upon and question their current understanding of dashboard design. Stimulate them to think critically about why specific designs work and why others don’t.

By integrating these adult learning principles into the course design, you can ensure a robust and engaging learning experience that not only imparts knowledge but empowers learners to apply and adapt it in their professional lives. This helps make the learning process much more effective and enjoyable.

Demo Creating a Power BI Workshop Outline Using AI Assist

Demo - Outline for a Power BI Workshop incorporating adult learning principles.

Using the example above, I have compiled this sample outline for a Power BI Workshop incorporating adult learning principles. Each section of this Power BI Workshop is designed to engage adult learners effectively, ensuring they gain the most from the workshop and can apply the skills learned professionally.:

Module 1: Introduction and Overview

This section lays the foundation for the workshop, introducing Power BI and its relevance in today’s data-driven world. It also provides an overview of the course structure and resources. This uses real-world use cases to make connections between the material or theory and the learner’s experiences.

Introduction to Power BI and its relevance in today’s data-driven world.
Overview of the course structure and resources.
Think of what you, as a learner, want to leave the workshop knowing. What are your goals and problems you wish to solve?

Learning Outcome: Participants will understand the purpose and structure of the workshop, the importance of Power BI, and what they can expect to learn. They also make connections between the session and their learning requirements.

Module 2: Self-Directed Learning Modules

This part of the workshop consists of a series of self-paced modules covering key Power BI concepts and tools, complete with video tutorials, written guides, and quizzes for self-assessment.

Series of self-paced modules covering key Power BI concepts and tools.
Vary the types of training material to take advantage of students’ learning styles.
Each module includes video tutorials, written guides, and quizzes for self-assessment.

Learning Outcome: Participants will grasp fundamental Power BI concepts, develop hands-on skills, and assess their understanding through quizzes.

Module 3: Real-World Application and Relevance

This section incorporates case studies that illustrate the application of Power BI in various business scenarios. It also includes interactive sessions discussing the immediate application of Power BI skills in the learners’ roles.

Case studies demonstrating the use of Power BI in various business scenarios.
Interactive sessions discuss the immediate application of Power BI skills in learners’ roles.

Learning Outcome: Participants will understand how Power BI applies to real-world business scenarios and identify how they can use it in their work.

Module 4: Hands-on Learning

Participants will complete step-by-step exercises to design a Power BI dashboard using the provided data sets. Assignments encourage learners to experiment and apply the concepts they’ve learned.

Step-by-step exercises to design a Power BI dashboard using provided data sets.
Assignments that encourage learners to experiment and apply the concepts they’ve learned.

Learning Outcome: Participants will develop hands-on experience in Power BI, increasing their comfort and proficiency with the tool.

Module 5: Readiness Challenges

This segment presents scenarios representing challenges professionals might face while designing a Power BI dashboard. It also includes group discussions to explore potential solutions and best practices.

Scenarios representing challenges professionals might face while designing a Power BI dashboard.
Group discussions to explore potential solutions and best practices.

Learning Outcome: Participants will learn how to tackle common challenges in Power BI dashboard design and understand the best practices for dealing with these issues.

Module 6: Collaborative Learning and Peer Review

This part includes group projects that require learners to collaborate on a complex Power BI dashboard design. It also incorporates peer-review exercises where learners critique each other’s dashboard designs.

Group projects requiring learners to collaborate on a complex Power BI dashboard design.
Peer-review exercises where learners critique each other’s dashboard designs, fostering a better understanding and learning from peers.

Learning Outcome: Participants will develop teamwork skills, gain feedback on their work, and learn from their peers’ approaches and solutions.

Module 7: Transformative Learning and Critical Thinking

In this section, reflective sessions encourage learners to question their current understanding of dashboard design, and exercises are designed to stimulate critical thinking about dashboard design principles and practices.

Reflective sessions encourage learners to question their current understanding of dashboard design.
Exercises designed to stimulate critical thinking about dashboard design principles and practices.

Learning Outcome: Participants will learn to question their assumptions, improve their critical thinking skills, and develop a deeper understanding of Power BI dashboard design.

Module 8: Workshop Conclusion and Continuous Learning

The workshop concludes with a recap of the key learning points and how to apply them in professional contexts. It also provides resources for continued learning and development in Power BI beyond the workshop.

Recap of key learning points and how to apply them in professional contexts.
Resources and Next Steps for continued learning and development in Power BI beyond the workshop.

Learning Outcome: Participants will consolidate their understanding of Power BI, apply what they’ve learned, and have resources to continue their learning journey after the workshop.

Best Practices for Successful Adult Education Programs

To conclude, here are the key takeaways to remember:

Understand your learners: Adults bring unique experiences, skills, and motivations. Using their experiences, you help impact their learning by connecting them to previous knowledge.
Foster a conducive learning environment: Adults need a supportive, collaborative environment to explore, question, and learn.
Make it relevant: Adults are goal-oriented and value practical, applicable learning.
Enable self-direction: Adult learners want control over their learning journey.

Understanding and applying the principles of adult learning theory can significantly improve the outcomes of corporate learning and adult education programs. With this knowledge, you can create engaging, effective, and impactful adult learning experiences.

Conclusion – Definition of Adult Learning Theory

Adult learning theory, also known as andragogy, is a set of principles and concepts that guide educators in understanding how adults learn best. It emphasizes that adult learners are self-directed, have a wealth of life experience, and bring unique perspectives to the learning process.

Unlike children, adults are internally motivated and learn best when the learning environment is relevant to their everyday lives. Adult learning theory recognizes that adults approach learning with a critical mind, relying on their own experiences to make sense of new information.

It emphasizes experiential learning, where learners actively participate in hands-on activities and critical reflection to deepen their understanding. The theory also emphasizes creating a supportive and engaging learning journey for adult learners, where their learning goals and plans are respected and accommodated.

Adult learning theory facilitates personal development and promotes continuous adult learning and growth.

Resources

The 5 Principles of Adult Learning Pioneered by Malcolm Knowles (thoughtco.com)

Critical Thinking – Foundation for Critical Thinking

FAQ:

What is Adult Learning Theory? Adult Learning Theory, also known as Andragogy, is the concept that adults have unique learning needs and preferences, including the desire for self-directed learning, practical applications of knowledge, and learning that is driven by internal motivations.
How does adult learning differ from child learning? Unlike children, adults tend to be self-directed, bring past experiences to learning, are readiness-oriented and problem-centered, and require immediate application of new knowledge.
What is Transformative Learning? Transformative learning is a theory that suggests adults learn best when they are encouraged to question their beliefs and assumptions, promoting personal growth and the acquisition of new skills and knowledge.
Why is understanding adult learning theory important in instructional design? By understanding and incorporating adult learning principles in instructional design, educators can ensure the learning material remains engaging, understandable, and applicable, ultimately leading to improved learning outcomes.
How can I apply Adult Learning Theory in a Power BI workshop? You can apply Adult Learning Theory in a Power BI workshop by integrating self-directed learning modules, demonstrating real-world application scenarios, incorporating hands-on exercises, fostering collaborative learning, and promoting critical thinking. This approach can significantly improve the learning experience and outcomes for adult participants.

Mastering Adult Learning in Technical Education: A Guide to Effective Instructional Design