Creating Excellence Through People

Leveraging Adult Learning Principles

Learn how adult learning theories can drive better communication, performance, and engagement in your workplace.

It’s that time! Spring semester has launched into high gear. Students are coming back to the classroom, both in person and online, working towards their degrees and credentials. We stereotypically think of college students as right out of high school or young adults ready to take on the world. That may be the case for some, but definitely not for all.

I had the privilege of becoming an adjunct instructor almost five years ago. During the pandemic, there was a big push for synchronous and asynchronous course delivery to accommodate the many students who could not come to campus or felt uncomfortable being out and about. This shift in student needs and priorities spotlighted online learning, which was already experiencing an upward trend by catering to adult learners.

In 2022, adult learners accounted for 23% of undergraduate students enrolled in the United States. The percentage of adult learners is significantly higher for those enrolled in community college programs, where I do most of my adjunct work. Though enrollment changes from semester to semester, my HRM courses usually average well over 50% of adult learners who have returned to college seeking career stability, advancement, industry change, entrepreneurial opportunities, or a combination of all of the above.

So, what does this mean for you as an employer? It means there is a good chance that many of the students in my classes are your employees. And, whether they are or not, almost all of your employees are adult learners. Now, here’s the secret sauce. This little bit of perspective may be the key to helping you transform routine tasks and communication into valuable learning moments that not only improve performance but also increase engagement and make communication more effective.

There are numerous adult learning theories that offer perspective and value, but the OG is the adult learning theory known as andragogy. Of course, when it comes to learning theories in the workplace, the first thing that typically comes to mind is how they are applied in training and development. But just maybe applying adult learning principles is the tool we need to improve day-to-day communication, engagement, and performance.

I’ve led enough onboarding sessions, benefits enrollment meetings, and coached an ample number of managers to not only label these workplace activities as HR duties, but as learning experiences. Think of the daily communication, delegation, presentations, and related guidance that happens within teams, between departments, managers and their direct reports, between middle and upper management, and, overall, that’s happening throughout the organization that are learning experiences too.

The six principles of andragogy include:

  • Need to Know – What’s in it for me by learning this?
  • Intrinsic Motivation – I am choosing to learn something new because it makes me feel good about myself and gives me more opportunities.
  • Readiness to Learn – I am ready to learn because it is going to make me better and help me solve problems.
  • Experience – I contribute to continued learning by accumulating past experiences.
  • Self-Concept – I value autonomy and can direct my own learning.
  • Orientation to Learning – What I’m learning is relevant, and I can apply it.

Over the next few months, I will release a series of blogs dedicated to each of these six andragogy principles and offer insight into how to incorporate each in the numerous daily learning experiences that drive effective communication, performance, and the experiences of the adult learners in your workplace.

As for now, I invite you to reflect on the small workplace situations that you encounter each day. It’s not uncommon to be on autopilot during many of these encounters and chalk it up to the same mundane situations, conversations, and activities. Going through the motions will only keep you and those around you in the same groove, with the same results, and, many times, with the same problems and frustrations.

Your homework, if you choose to accept the challenge:

  • Identify one situation and try shifting your perspective from daily mundane encounter to learning situation.
  • Taking into consideration the abbreviated meanings provided, strategically incorporate one of the applicable andragogy principles into a challenging conversation, coaching session, or when offering guidance or delegating instructions to a co-worker or someone on your team. 
  • Did something change? If not, is there a possibility for change to occur by gaining awareness of these principles and becoming more skilled in applying them?

By applying adult learning principles in everyday workplace scenarios, employees at all levels can leverage continuous learning that empowers them to grow and contribute meaningfully and effectively. Interested in learning more about manager and employee development training from Level Up Solutions HRD LLC? Visit our website to connect and schedule a free consultation.

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Picture of Terri Cummings

Terri Cummings

As Owner & Senior Consultant at Level Up Solutions HRD LLC, Terri Cummings is an advocate of lifelong learning who fosters bridging the connection between personal and professional development. Through strategy and proactive development, her aim is to align students, members of the workforce, and employers with continuous growth and opportunity that achieves sustainable success.

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