Andragogy, Let Adults Choose
Learning Model
Use: Learning Theory / Learner-Centered Strategy
Best for: Adults, workplace training, experiential and real-world learning
Related Concepts: Autonomy, Self-Direction, Transformational
Instructional design is not just about structure; it is about style. And when your audience consists of adults with deadlines, coffee addictions, and years of lived experience, you cannot treat them like blank slates. You need a learning approach built for adults.
Enter andragogy.
It is not the most glamorous word, but if you are designing for adults, you are probably using its principles whether you realize it or not.
What Is Andragogy?
Andragogy is the academic term for adult learning theory. Popularized by Malcolm Knowles in the 1970s, it shifts the focus from teaching to learners (pedagogy) to working with learners. Knowles proposed that adults are self-directed, experience-rich, and goal-driven, necessitating a different approach to learning than that used with children (Knowles, 1984).
Quick Comparison: Pedagogy vs. Andragogy
| Feature | Pedagogy (Children) | Andragogy (Adults) |
|---|---|---|
| Learner Role | Dependent | Self-directed |
| Motivation | External | Internal |
| Learning Orientation | Subject-centered | Problem-centered |
| Experience Level | Limited | Rich and diverse |
| Readiness to Learn | Curriculum-based | Life/task-based |
Knowles’ Six Assumptions of Adult Learners
These core principles form the foundation of adult learning:
Need to Know – Adults want to understand why they are learning something.
Self-Concept – They value autonomy and prefer guidance over micromanagement.
Experience – Their prior knowledge enhances learning and should be acknowledged.
Readiness to Learn – Learning is often triggered by real-world needs and responsibilities.
Orientation to Learning – Adults are practical and focused on solving real problems.
Motivation – They are primarily driven by internal factors such as growth and purpose (Knowles, Holton, & Swanson, 2011).
Real-World Snapshot: Andragogy in Action
Imagine you are designing training for a group of experienced managers. Would you:
Applying It to Your Instructional Design
To put andragogy into practice, build learning that:
When It Doesn’t Quite Fit
- You’re creating compliance training with fixed legal language and no wiggle room.
- Stakeholders expect a highly structured, top-down delivery model.
- Your learners are new hires with little to no relevant experience to draw from.
- You’re bound by a rigid LMS or legacy structure that limits flexibility.
Final Thoughts
Andragogy might not be the buzziest buzzword, but its value is timeless. It reminds us to respect the learner as a partner in the process, not just a passenger.
So next time you’re designing for grown-ups, remember—it’s less about teaching and more about enabling learning. That’s andragogy in a nutshell: adult-savvy, experience-honoring, and purpose-driven.
How might you redesign an existing course to better align with adult learning principles—like autonomy, experience, or real-world relevance?