7 adult learning theories and principles

to enhance your education

At a glance
 Adult learning theory is rooted in andragogy, the practice of teaching adults, as opposed to
pedagogy, the practice of teaching children.
 Adult learning theories have expanded to include an array of options since 1980 when
educator Malcolm Knowles introduced the concept of andragogy.
 The seven principles of adult learning include self-direction, transformation, experience,
mentorship, mental orientation, motivation, and readiness to learn.
 Adult learning theories can positively impact adult learning experiences both in the
classroom and on the job.

Going to school is one thing. Going to school as an adult is another. Just as adults think, act, and process
information differently than children, so too do they learn differently. In fact, there’s a lot of research out
there about what makes a learning style effective for an adult. Here, we explore seven of the best adult
learning theories, or adult learning styles, in play today.

What is Adult Learning Theory?

Adult learning theories trace their roots back to Malcolm Knowles, an adult educator who developed the
concept of andragogy. Andragogy is the “art and science of teaching adults.” This is intentionally different
from pedagogy, which is the practice of teaching children.

Knowles theorized that adult learning and childhood learning are entirely different and that older people do
not process, comprehend or retain information in the same manner as children.

To develop his concept of andragogy, Knowles identified certain characteristics within adult learners. These
include:

 A preference for self-directed learning

 An ability to draw on life experience to assist with learning
 A willingness to learn when transitioning into new roles
 A focus on immediately applying new knowledge to real-life situations and problems
 A tendency to be internally motivated (rather than externally)

Institutions that specialize in andragogy offer a unique advantage to adult students. “We meet students
where they are and raise them up,” says educator Christopher Wilson, Ed.S., MSL.

Wilson is a faculty member at University of Phoenix (UOPX) who recognizes the way adult learning theory
empowers students not just to learn but to transform their lives with information that applies directly to the
real world.

Knowing how to teach adults effectively, in other words, gives those adults a better shot at success.
Adult learning and neuroplasticity

Because adult brains are different from children’s brains, it follows that their learning styles will differ. But
how are their brains different? In part, it comes down to wiring.

Neuroplasticity is often used as a catchall term for many fields of research. In this case, it refers to the
brain’s ability to develop new neural pathways while learning. It is a subject that has garnered significant
attention with regard to adult learning capability, most of it negative.

But according to PositivePsychology.com , improved neuroplasticity can be cultivated in adults by way of a

growth mindset. This is the belief that you can get smarter and better at things with practice. Focusing on
learning rich subjects (a new language, for example, rather than rote facts) also helps. And maintaining
a lifelong-learning mindset offers another potential way to boost neuroplasticity.

Why are adult learning theories important?

For aspiring educators and adult students, the question of why adult learning theories are important is an
easy one. As the researcher Patricia A. Gouthro explains in her article on adult learning theories , “Theory
can provide an important grounding for educators and students in their academic writing, scholarly research
and in their applied practice.”

Doris Savron, Vice Provost at University of Phoenix , recognizes the value of adult learning theories as they
pertain to education, pointing out they impact both sides of the proverbial lectern.

She explains: “Adult learning theories give us insights on how to set up learning environments to get the
best out of students. Adult learners come with knowledge and life experience and want to be able to apply
those lessons in new environments. They learn better by applying lessons to real situations and having some
say in how they plan their learning activities. They are also motivated by understanding that what they are
learning is relevant.”

Consider Gouthro’s example from her article. In a short-story writing workshop, she notes, adult learning
theories can help the student writers look at their stories’ “worlds” through a different lens, get perspective
on the characters and their motivations, and apply lessons from their own lives or research to beef up an
outline, improve a second draft or just to become more conscientious (and thus better) writers.
But adult learning theories can impact more than those actively involved in education. In fact, it’s easy to
extrapolate from the classroom how a good grasp of adult learning theories might make managers, human
resource departments and corporate trainers more effective. Knowing how to train a team, or even master a
new skill on the job can spell the difference between professional success or stress.

Challenges of adult learning

Adult learning may be possible, but is it easy? Not always. Some common obstacles to adult learning,
whether in the classroom or on the job, include:

 Time: As in there’s never enough of it.

 Confidence. Competing against a younger, more agile workforce or student peer group
can undermine any experienced professional’s confidence.
 Money. Going back to school is an investment. And while the payoff can be worth it,
making that initial financial commitment can feel daunting.

What are adult learning principles?

Adult learners who do commit to going back to school often benefit from a curriculum based on seven key
adult learning principles. These principles are largely informed by the theory of andragogy and can help a
school, training program, or other types of educational organization solidify and execute its educational
mission.

Some of the main principles (which we’ll explore in greater detail below) rely on the assumption that adult
learners tend to enjoy a stronger sense of self-direction and motivation to learn. As Knowles pointed out
initially, adult learners like to use their life experience to learn, and they understand the value of a long-term
goal or investment.

Adult learning theories aren’t just for adult students, though. Like Wilson, those who teach adults — as well
as those who supervise employees in the real world — can become more effective at what they do by
understanding adult learning theories. Instructing adult students or employees how to pinpoint their skill
gaps, for example, and chart a path toward remediation is part of adult learning theory and can be
instrumental in a person’s success.

What are the 7 learning principles?

When you get down to it, there are seven main principles of teaching adults. Learning how these core adult
learning principles work can improve your own education, boost your organization’s performance and
training, and bolster your ability to educate others.

LEARNING PRINCIPLE EXPLANATION APPLICATION

You know what you need to learn
and set your own goals, track down
Learning at one’s own pace in
Self-directed materials, and create a plan to
one’s own way
foster your own learning, then self-
evaluate.
Whether from a teacher, a mentor
or some other channel, new
information can shift a person’s
Learning can change your
worldview and challenge their
Transformational perspective on the world and vice-
preconceived notions. In shifting
versa
the learner’s outlook, the
information becomes both applied
and retained.
Participate physically in the
learning environment (“getting
Focuses on developing life
Experiential your hands dirty”) and then
experience or “hands-on” learning
reflecting on what worked and
what didn’t.
Mentors and mentees can learn
from each other. (Mentees ask
Learning from an outside mentor
Mentorship challenging questions, mentors
(established figure) in a field
challenge proteges’ understanding
of the material.)
Adults need to reframe their Educators instruct their students on
emotions and assumptions around how to apply new lessons in the
Orientation to (or of) learning
the experience and value of real world, which helps students
learning retain information.
Adults put in the time and effort to
Children are motivated by parents learn because they’ve typically
and laws requiring their education; internalized their motivation,
Motivation
adults often have internal whether it’s career success, the
motivation prestige of a degree or a better
salary.
Readiness to learn As a child matures, they reach a Renewing your readiness to learn
certain threshold of learning as an adult often happens by way
readiness (such as reading or basic of a situational trigger. Perhaps you
math facts), but adults have already lose your job or want to switch
been through this development and careers, for example. Or perhaps
need to rely on past experience or your next promotion hinges on
life changes to develop a renewed mastering a skill.
LEARNING PRINCIPLE EXPLANATION APPLICATION
readiness

How to use the principles of adult learning

For adult learners, understanding the principles of adult learning can improve the educational experience.

Adult students, for example, can implement certain techniques to improve academic performance. This can
take many different forms. Since adult learners tend to be internally motivated, for instance, it might help to
identify early on the “why” behind your decision to enroll in a university. Or, since adult learners tend to
draw on their life experiences to learn new information, they can approach classes, lessons and even reading
material from that perspective. Then, of course, there is the desire to learn when transitioning to a new role.
Whether you have your eye on a promotion or a career change, or you’re simply looking to stay up-to-date
in your field, professionals can find many reasons to go back to school.

“Employees often need to upgrade their skills to keep up with workplaces that are adapting to changing
technologies,” notes the School Money blog. “Sometimes learning new skills is necessary after a change in
government regulations. Employers, employees and the levels of government may all play a role in
encouraging adult education of this type.”For managers, giving employees opportunities to learn and grow
at work provides many benefits, including:

 Improving your department/company’s capabilities

 Increasing employee satisfaction and reducing turnover
 Making it easier to identify worthy candidates in your current operation and promoting
from within
 Creating an environment where your employees develop and learn without supervision
 Fostering a healthy work-life balance

As an employer or supervisor, you may also need to adjust your understanding of what works best to
improve employee performance, engagement and retention. You may even need to switch between adult
learning methods, depending on how well a team performs or whether a certain employee seems to connect
more with a different adult learning concept.