Significance and relevanceĪdults are more likely to engage with training when they understand, from the get-go, what they’re expected to learn and why. Since their introduction, various philosophies and models have been developed from the following adult learning principles. This section will provide several guiding principles for how adults learn, based on Knowles’ theory. Of all the adult learning theories, Malcolm Knowles’ continues to be the lynchpin of many L&D teams. Around a decade later, educational theorist David Kolb brought forth the idea that adults are shaped by their experiences and learn best by reflecting on those experiences. Sociologist Jack Mezirow developed a theory in the 1970s called “Transformative Learning” which focused on how an adult’s viewpoints, expectations, and assumptions change after they encounter a new experience. In 1938, philosopher John Dewey introduced the idea that adults learn more by doing, rather than by merely reading or hearing about something.Īnd Knowles isn’t the only modern, adult learning theorist. While these principles popularized the idea of adult learning theory, the concept of uniquely supporting adult learners has been around for much longer. Knowles’ andragogy highlighted specific assumptions about adult learners as well as best practices to support those characteristics. The concept was popularized by American educator and scholar Malcolm Knowles under the name “andragogy” in the 1960s. One question often at the top of many L&D leaders’ minds is: how can we ensure that training has the greatest impact and the highest return-on-investment? Answering this question begins with looking at learner engagement and truly understanding how your people learn best.Īdult learning theory is a set of guiding principles and best practices for teaching adult learners.
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