Do adult learners learn in the same way as children learners? Or do they need a special approach in order to be able to retain information? In this article, I will be answering the following questions and provide you with the required information on Malcolm Knowles Adult Learning Theory.

One’s eagerness to learn evolves as you become older. Teaching adults often looks very different from teaching children and can be even more challenging without a common understanding of adult learning theory or Andragogy.

Origins of Adult Learning Principles

The term Andragogy was originally coined by German educator Alexander Kapp in 1833. It later became very popular in the US by the American educator Malcolm Knowles, who outlined five teaching pillars for adults, also known as the Knowles Learning styles, which states that adults learn best when:

1. The learning is self-directed
2. The learning is experimental and utilizes background knowledge
3. The learning is relevant to current roles
4. The time is right for them to learn
5. The learning process is positive and encouraging

This article breaks down each pillar outlined above, and explains why it is an essential principle in teaching adults effectively.

Self-Concept

One of the crucial differences between how children and adults learn revolves around the idea of independence. Children by nature are “dependent personalities”, meaning their learning journey is one that is guided by instruction. They remain completely dependent on others for learning and understanding. Alternatively, Adult learners are different because as they mature they develop the skills needed to learn and understand independently and so they move from being “dependent personalities” to being “self-directed” individuals.

This pillar can be applied by giving your adult learners plenty of autonomy and opportunities for independent or critical thinking. This can be done by giving them the freedom to decide on deadlines or certain tasks they want to be in charge of.

Experience

The next principle revolves around our past experiences. Children, commonly, have little to zero experience to draw conclusions from when it comes to learning new ideas. Instead, they highly rely on the experiences of the instructors. Adults, however, carry immense experience as they grow and therefore are able to understand new concepts by relating them to past experiences. This principle is important in the adult learning process as it allows the learning experience to be more intuitive.

Adults have a different and more complex set of experiences than their younger counterparts. This principle can be applied in the learning environment by encouraging participants to bring examples from their own past experiences in relation to the new concepts that they are learning.

Readiness to Learn

As a person grows his/her priorities begin to change and their readiness to learn becomes increasingly centered around our assigned roles and responsibilities. This pillar applies to both our personal and professional life. For example, just as new parents must learn how to take care of their children, similarly, a new hire must develop the necessary skills accompanied with their new role. Instructors can apply this pillar by incorporating simulations or real-world examples allowing participants to see how their skills relate to their job duties or will help them overcome an obstacle that is impeding their work performance.

Orientation to Learning

This pillar revolves around the idea that as a person matures their perspective on learning changes from one that is based on procrastination to immediate application. Children are more responsive to general education, also commonly known as subject-based learning. Adults, nonetheless, maximize their learning potential when applying new concepts to their everyday lives. Therefore, their orientation towards learning shifts from subject interest to problem-solving. For example, this principle could be applicable in a learning environment by giving participants practical examples and then leaving them with the space for practical implementation

Motivation to Learn

As an individual matures, they are motivated to learn by internal rather than external factors. Children are motivated to learn due to external factors such as their parents telling them to go to school. However, an adult’s motivation to learn exists internally. They may put themselves in a new learning environment for a particular end goal such as a promotion or a raise. This principle can be put into action by providing applicants with the opportunity to implement what they have learned and so this will keep them motivated by better shaping their learning experience.

In summary, the adult learning theory helps us understand the complexity accompanied with the adult learning process. Understanding the differences between teaching adults and teaching children is crucial in designing a unique learning experience, one that takes into consideration the intricacy that comes with lived experience.