Learning and development in the professional setting require training as well. To ensure the information from training programs is retained by the employees, organizations must create training programs that utilize adult learning principles. Adults are different learners than children. If organizations implement the adult learning principles, they will create a more professional, more knowledgeable workforce, leading to a High Performance Learning Culture.

In this blog, we will be talking about the eight adult learning principles and their theories. When applied, these principles have the power of enhancing training programs. These theories form a small part of the extensive research base for ID9 Intelligent Design, the Learning Design System that operationalizes corporate training.

Adult Learning Principles

Organizations that wish to create a more effective and informative training program, which can be retained easily by their employees, must incorporate the following eight principles in it:

1.        Adults have a higher sense of self-direction and motivation

Unlike young learners, adult learners are old enough to have self-direction. Adults, especially in organizations, are always ready to learn because they are willing to gain new knowledge and its benefits. They do not need to be told to learn.

Even though adults are generally more motivated than young learners, it does not mean they will be willing to learn anything. They always look for the benefits, value, and purpose of what they are learning. Therefore, to maintain the learner’s motivation, training programs should state the benefits of the particular program.

How can organizations incorporate this in their training?

By applying this theory, your employees can develop their learning journey. They will be able to identify their own needs when it comes to learning, develop a plan to achieve their goals, find necessary resources, and keep track of their own progress.

It is best achieved through online learning, where the employees have the flexibility to learn by themselves.

2.        Adults learn by doing

Because adults are more experienced than young learners, they tend to rely on their experiences when they are learning. Training programs that recognize this main principle can be very beneficial for adults.

For adults, training programs that include real-world examples, relatable scenarios, and direct experience are more meaningful and retainable. However, the cons of this are that the knowledge that learners draw from these sessions might be outdated, incorrect, or biased. Therefore, learners must be mindful of this and come up with new solutions and conclusions.

How can organizations incorporate this in their training?

Using the Social Learning Theory, learners can incorporate their own ideas and experiences to retain the concepts better. If your organization uses an online learning platform, a more personalized training program can be delivered using AI algorithms.

3.        Adults want to achieve goals

Like we have mentioned before, achieving goals is essential for adults. They are more interested in training programs that can help them achieve their goals, professionally or personally.

Designers of the learning programs must consider and create training programs to provide the learner with the relevant information that will help them achieve their goals. Likewise, the learners need to be clear on what goals they wish to achieve and whether they are achievable or not.

A training program that helps the learners achieve goals will eventually garner better results.

How can organizations incorporate this in their training?

Many organizations are using gamification in online training that encourages project-based learning. It motivates the learners to engage with leaderboards, weekly goals, and more challenges set for them.