Yes, We Do Need to Talk About Adult Learning Principles
Here’s why:
Instructional design isn’t just about tools, timelines, or templates. At its core, it’s about people. And when those people are adults, the way we design must be different. We must design with intention.
That’s where adult learning principles come in.
Also known as andragogy, these principles are more than just a checklist from your first ID course. They’re the foundation of effective learning for grown-ups juggling jobs, families, and life. Whether you’re building compliance training for a healthcare system or designing a leadership course for a tech startup, adult learning principles should be driving your decisions.
In this post, we’ll revisit the six classic principles of adult learning, explore what they mean for your design process today, and share some practical strategies and examples you can apply in your next project—no matter how seasoned or new you are to the field.
Overview of Adult Learning Principles
The term andragogy—which literally means “leading adults”—was popularized by American educator Malcolm Knowles in the 1970s. Knowles argued that adult learners are fundamentally different from children, and therefore require a different instructional approach.
His six assumptions about adult learners were shaped by experience in adult education and organizational learning environments. While they’ve evolved over time, these principles still serve as a critical foundation for instructional designers today—especially as adult learning becomes more decentralized, digital, and learner-driven.
In this post, you will revisit the six classic principles of adult learning, explore what they mean for modern instructional design, and apply practical strategies, scenarios, and reflection prompts to enhance your approach.
Reflection Question
How has your existing understanding of adult learning principles shaped your instructional design decisions so far?
The Six Principles of Adult Learning
Each principle functions as a distinct lens for designing instruction. Together, they support the development of meaningful, relevant, and effective learning experiences.
1. Self-Concept: Adults Want Control
Adults want to feel ownership over their learning process. Below are some quick tips to consider:
- Let learners choose the order of topics or modules when possible.
- Offer optional paths or deeper content for exploration.
- Use pre-assessments to personalize learning journeys.
2. Experience: Prior Knowledge Matters
Adults bring prior experience that shapes how they understand and apply new content. Here are some things to consider while planning your current or next course:
- Include reflection prompts that connect past and present.
- Use case studies or relatable, real-world examples.
- Design activities that leverage what learners already know.
3. Readiness to Learn: It Has to Be Relevant
Adults are most motivated to learn content that directly applies to real-life situations or goals. Below is a short list of ideas for consideration:
- Begin with a compelling “why this matters” statement.
- Align content with tasks learners currently perform.
- Use real-life challenges or scenarios to introduce key concepts.
4. Orientation to Learning: Focus on Tasks, Not Topics
Adults want to learn by doing, not just by absorbing information. Check out this short list of ideas:
- Frame lessons around practical, job-related tasks.
- Incorporate decision-making scenarios or challenges.
- Provide downloadable tools learners can use right away.
5. Motivation: Internal Is Stronger Than External
Adults are driven more by personal growth, confidence, and relevance than by external rewards.
- Help learners connect content to personal or career goals.
- Use short, confidence-building tasks or check-ins.
- Offer encouraging feedback that highlights growth.
6. Need to Know: Learners Need a Reason
Adults want to understand the value of what they are learning before they commit effort. Below are some tips to get started:
- Start each section with a clear reason for learning it.
- Link learning objectives to outcomes that matter to them.
- Use brief stories or statistics to establish relevance.
Project Assignment: Create a Visual Summary
To reinforce your understanding of these six principles, try the following:
Create an infographic that visually communicates the six adult learning principles. Use your preferred tool, such as Canva, PowerPoint, Figma, or paper and pen.
Follow these Quick Start Tips:
- Step 1: Choose a visual structure. or layout.
- Step 2: Define each principle clearly, and in your own words.
- Step 3: Pair each principle with a complimentary visual element.
- Step 4: Maintain visual consistency (color, shapes, style, theme).
- Step 5: Include a title and brief introduction.
Share your infographic on LinkedIn or within your professional network using the tag #AdultLearningDesign. This is a great way to reflect on your understanding and engage with fellow instructional designers.
Examples of Practical Scenarios
Scenario 1: Onboarding for a Remote Workforce
A technology company is onboarding remote employees. The initial course was structured as a linear experience with corporate policy PDFs. It was redesigned to include choose-your-own-path modules, scenario-based activities, and personal goal-setting check-ins.
This reflected self-concept, relevance, and motivation, resulting in improved completion and engagement metrics.
Scenario 2: Leadership Development Program
Leadership courses in a program were originally focused on theoretical models. Learners were disengaged and struggled to apply the content. The course was updated to begin with realistic leadership dilemmas, reflection prompts, and peer discussion boards.
These changes tapped into learner experience, orientation to learning, and readiness.
Scenario 3: Compliance Training for Healthcare Staff
Staff compliance training received low feedback scores due to perceived irrelevance. The revised version began with a real patient safety incident, asked learners to identify risk points, and allowed them to reflect on past experiences.
This scenario applied the principles of need to know, experience, and relevance.
Reflection Question
Which adult learning principles could you incorporate to improve the learning experience in your current project?
Final Thoughts
Adult learning principles are more than just theory. They are a practical and essential foundation for instructional designers working with real learners in real contexts. When you honor the autonomy, experience, and motivations of adult learners, you create learning that is not only engaging but also transformational.
As you begin your next project, ask yourself this: Are you designing instruction, or are you designing for adults?
This question along with other ID principles will make a difference for the learner.