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Most people understand, at least basically, that adults and children do not learn the same way. One of the main reasons for the difference is the sheer life experience of an adult versus a child. In addition, the level of maturity and the number of commitments they juggle with play a role.

However, many organizations rely heavily on training approaches that are reminiscent of the childhood teaching experience. As a result, they may not achieve their learning and development (L&D) goals.

Once you understand what really impacts adult learning, you can adapt and create a training approach that aligns with how your employees think and how information is stored. With that in mind, here is what really affects adult education.

Authority versus equality

With children, teachers are really considered an authority. Children do not always feel safe in the world around them and may not have the strongest self-esteem as this is still developing.

Adults are different. You have a solid self-esteem and are confident of being able to move in the world. Additionally, they may feel secure in their existing knowledge as well as the experience they have learned over time.

Treating adult learners like children often fails. You cannot assume that they view an instructor as an authority, especially if they are not beginners on the subject. Often times it is better to treat them as equals as they offer respect for their current knowledge and experience rather than randomly rejecting it.

Agendas and engagement

Learning is expected in children. Most children understand that going to school and participating in what their parents want them to do can be enough to keep them relatively focused and engaged. Plus, the experience is a classic part of childhood for most, so there is peer support too. In many cases, this is enough to maintain a satisfactory level of engagement.

This is not always the case in adults. Unlike children, adults do not simply succumb to a traditional paradigm. Instead, some other source of motivation or a driving agenda that is more personal than social usually plays a role.

For example, adults may seek to advance their careers so that personal gain serves as motivation. Sometimes it's a personal interest in a topic that drives them to participate. In either case, engagement can be quite high. Learning is not for its own sake. Instead, it's geared towards a broader agenda.

If they are forced to learn, as can happen to required learning that an adult does not find relevant, they can participate, but their willingness will wane. Retention also tends to be lower as the experience is viewed as a waste of time and energy rather than beneficial.

Ultimately, effectiveness is increased dramatically by finding ways to align training with a learner's personal agenda. In essence, you can use your internal motivation to help everyone achieve their goals.

Do you want to revise your training based on adult learning behavior?

Many companies create training courses with an approach that mimics the school experience. Unfortunately, this strategy is not always ideal. If you need help from learning experts to update your plan and methodology based on adult learning behavior, the staff at poeticbusiness Consultants are at your disposal.

At poeticbusiness Consultants, we have over 25 years of experience in the world of L&D. Working with poeticbusiness also gives you access to skilled candidate search allies that will make finding the ideal job seekers for your vacancies easier than can ever do before.

If you want to connect with top L&D talent who can take your training to the next level, the team at poeticbusiness Consultants can help. Contact us today.