Adult Learning PrinciplesWhat motivates us to learn? As children, we are excited to learn anythingnew. Everything seems so interesting and fascinating. However, as adultswe often want to spend our limited time learning only those things that aremost important to us. We usually only have time to receive quickinstructions and then apply what we have learned. Often times our bestlearning happens through trial and error. In addition, we all have our ownexperiences and preferences that influence our ability and desire to learn.Understanding these differences and the principles to adult learning willgive you better insight into the techniques that are most effective in trainingothers. KEEP IN MIND…Adults will learn only what they feel is a need to learnAdults learn best in an informal, casual, and interactive environmentAdult learning centers on realistic problems and real-world experienceAdults need various learning methodsAdults learn best by doing, practicing, and using new knowledge/skillsAdults want feedback and guidance, not grades There are some key principles to consider when you are conductingtraining to adult learners. The following adult learning principles will allowyou to gain an understanding for how adults learn and what motivates themto learn.Principle #1: Adults must want to learn the subject.Adults learn effectively only when they have a strong innermotivation to develop a new skill or to acquire a particular type ofknowledge.Principle #2: Adults will learn only what they feel is a “need to learn”.Adults are practical in their approach to learning. They want to knowhow the training will help them immediately, often called “WIIFM”-What’s In It For Me? If you want an adult to learn, you must teachhim or her simply and directly what he or she wants to know:Trainers should set expectations for their adult learners. Forexample: “This is what you will do, this is how you will do it, and thisis why it works?”Principle #3: Adults learn best by doing.Retention of new knowledge or skills is much higher if the adult hasimmediate and repeated opportunities to practice or use what theyhave learned.Principle #4: Adult learning centers on realistic problems.Adults learn much faster if you provide specific problems, draw frombusiness experience, and work out practical solutions from whichskills may be learned. This is often referred to as discovery learning.Principle #5: Experiences will impact adult learning.Adults have had experiences in life which can be both beneficial anddetrimental to the learning situation. What they learned from theirexperiences are valuable and can be built upon.Principle #6: Adults learn best in an informal environment.Adults prefer to learn in casual and interactive environments. Asopposed to sitting an associate down in an office to discuss newtraining, you should create a comfortable and casual environment.This allows for open communication and an environment where thelearner is comfortable asking questions and soliciting usefulinformation.Principle #7: Adults need various different methods of learning.Remember that we all learn differently. It is important to modify yourteaching technique to compliment the trainee’s learning style as wellas the goal you are trying to accomplish. For example, if you arecommunicating a task or giving background information on aprocess, the most effective teaching method is straight telling. If youwant to change behavior or ask for ideas from the trainee, you mustinvolve the learner actively in the process. Some adult learners learnbetter visually than audibly and vice versa. Using different methodsalso, may keep the trainee interested and motivated.Principle # 8: Adults want feedback and guidance, not grades.Adult learners want to know how they are doing, how might theyimprove and solutions for improving their attitude or behavior. Adultlearners enjoy achieving success and they should be encouraged tomeasure their own progress based on clear expectations.
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