learning and development
Adult Learning Principles Every L&D Pro Should Know
In the world of Learning & Development (L&D), designing effective training isn’t just about sharing information—it’s about understanding the unique needs of adult learners. If you’re still applying one-size-fits-all training methods, your learners (and their performance) are likely suffering. Here’s how to fix that.
What Makes Adult Learners Different?
Unlike children, adult learners bring years of experience, habits, and pre-existing knowledge into the learning environment. They’re not blank slates—they’re decision-makers, problem-solvers, and highly results-oriented. This means they approach training with a different mindset: How does this help me right now?
Adults are:
- Internally motivated
- Goal-oriented
- Practical and problem-focused
- Time-conscious
- Self-directed
Understanding these characteristics is the first step in designing training that sticks.
The Core Principles of Adult Learning
These foundational principles—first identified by Malcolm Knowles—are essential for anyone creating courses or training materials for adults.
Common Mistakes to Avoid
- Too much theory, not enough context
- Lack of learner input or feedback loops
- Failing to connect training to performance
- Using outdated or generic examples
- Over-reliance on passive content (like long slides or PDFs)
Real-World Applications
Example 1: A corporate training on conflict resolution
Instead of: “Here are the 10 types of conflict.”
Try: “Here’s a scenario between two team leads—how would you resolve it?”
Example 2: Compliance training
Instead of: A long policy document
Try: A self-paced eLearning module with short videos, real case studies, and interactive quizzes.
Applying Theory to Course Design
Here’s how to apply these principles to your next training program:
- Start with a learner needs assessment. What do they need to do, not just know?
- Design with flexibility. Offer modules or microlearning that learners can navigate in their own time.
- Use real scenarios. Replace hypothetical examples with actual workplace challenges.
- Include interactive elements. Simulations, role-playing, peer discussions, or guided journaling all help reinforce learning.
ready to design
Understanding adult learning principles isn’t optional—it’s the key to creating engaging, high-impact training that gets real results. Whether you’re building onboarding modules or leadership development programs, these principles are the foundation for success.
Want to make sure your next training hits the mark? Grab our Course Design Checklist—a practical guide to applying adult learning principles from start to finish.
