If you’ve ever tried to train a colleague or run a workshop for adults, you know it’s a different ball game than teaching kids. Grown‑ups come with jobs, families, and a lot of opinions about how they learn best. The good news? Adult learners are motivated, self‑directed, and ready to apply real‑world skills when you give them the right framework. Below you’ll find the core theories that explain why adults learn the way they do, plus simple tactics you can start using today.
The most popular model is andragogy, coined by Malcolm Knowles. It says adults learn best when the material is relevant, problem‑centered, and draws on their experience. In practice, that means starting a session with a scenario they can relate to, rather than a lecture full of abstract facts.
Another useful model is the 70‑20‑10 rule. Roughly 70 % of learning happens on the job, 20 % through coaching or peer feedback, and only 10 % from formal classes. When you design a course, think about how you can blend these three parts: give learners a chance to practice right away, set up mentorship moments, and keep the classroom portion short and focused.
Don’t forget the self‑determination theory. Adults need autonomy, competence, and relatedness to stay engaged. Offer choices in assignments, provide clear success criteria, and create a supportive group vibe. When learners feel they’re in control and see progress, they’re more likely to stick around.
1. **Start with a problem** – Open every session with a real‑world challenge. Ask, “What would you do if you had to solve X today?” This hooks attention and makes the content instantly useful.
2. **Chunk information** – Adults juggle many responsibilities. Break lessons into bite‑size chunks of 10‑15 minutes, followed by a quick activity or discussion. It prevents overload and reinforces memory.
3. **Use peer learning** – Pair up participants for short case‑study reviews. People learn a lot by explaining concepts to each other, and it satisfies the relatedness need.
4. **Give immediate feedback** – Whether it’s a quiz, a role‑play, or a written task, provide feedback on the spot. Quick corrections help learners adjust before bad habits set in.
5. **Tie back to goals** – End each module by linking the new skill to the learner’s personal or professional objectives. A simple “How will this improve your daily work?” reminder reinforces relevance.
Implementing these ideas doesn’t require a complete curriculum overhaul. Swap a lecture slide for a short scenario, add a peer‑review step, and watch engagement climb. Remember, adult learning thrives on respect, relevance, and real‑world application – keep those three pillars front and centre, and your sessions will feel less like a chore and more like a useful boost to daily life.
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