7 Things To Keep In Mind While Creating Online Learning For Adults

What is online learning for adults?

In the 1980s, educator Malcolm Knowles popularized the concept of andragogy, the practice of teaching adults, and contrasted it with pedagogy, the practice of teaching children. The andragogy theory states that adult learners are vastly different from children in terms of their motivation, the relevance of education to their lives, and how they apply that education. In practice, adult learning focuses on giving adults lots of practical experiences and less instruction so they can tackle learning themselves. Many adult learning theories developed out of Knowles’ work in the following decades, all with the goal of enhancing teaching methods and experiences for adult learners.

What are the principles that cater to online learning for adults?

There are 8 simple principles of online learning for adults to keep in mind. All of these aspects are important when building curriculum and expectations for adult learners:

1. Adults are self-directing

Adults tend to learn because they want to or see the direct benefit of learning rather than because they are told to or expected to. Adult learners are more akin to planning, carrying out, and evaluating their learning experiences without the help of others. However, just because adults have a greater reservoir of motivation, it doesn’t mean they will learn anything. Online learning for adults should clearly demonstrate what the learner gains from the interaction, or learners will be quick to demotivate. Show the value of the learning content, and learners will engage more with it. When instructing adults, learners must set goals, determine their educational or training needs, and implement a plan to enhance their learning.

2. Adults learn by action

Many adults prefer not only reading or hearing about subjects but also actively participating in projects and taking actions related to their learning. The basic idea of this system is that adult learning is best accomplished when applied to the resolution of concrete, urgent problems. Teams of learners work together to address a real issue affecting a community or business.

Many adult learners find this kind of learning hugely beneficial for them as they apply the knowledge they have been taught to their careers, giving them direct opportunities to see what they can do with their knowledge. Action learning is especially fruitful when dealing with complicated challenges in an organizational context because it draws on a wide range of viewpoints and skills and taps into group intelligence.

3. Adults desire relevance

To properly motivate an adult learner, the relevancy of the information within online learning for adults must be highlighted. Both the short-term relevancy and the long-term objectives of engaging with the content should be highlighted properly so that the learners will dedicate themselves to learning.

The short-term goal will demonstrate what they will learn in the online course that is pertinent to their job role. The long-term advantage is how that knowledge will help them to rise up the corporate ladder in their role. For instance, if a training program is being developed to upskill managers, the short-term goal might be that they will understand core leadership values. The long-term advantage is that they will become a skilled leader and be better able to reach career goals.

4. Adults utilize experience

Adults are shaped by their experiences; the best learning comes from making sense of those experiences. Adult learners can greatly benefit from searching for ways to get practical learning. Internships, job shadowing opportunities, assignments, and other experiential opportunities can help them get a better grasp of their learning and be more excited about how what they learn can be applied to their interests and careers. Content that draws from real-world scenarios and builds on direct examples leads to a better understanding of the subject.

5. Adults thrive with goal setting

Adults enter the learning journey focused on outcomes. They need to know how the knowledge will help them achieve their personal or professional goals. Adult learners need these goals because their learning is more in their own hands than younger learners. In designing online learning for adults, instructors need to keep this in mind and ensure that the learner is given plenty of tools and information to help them reach their goals. Adult learners become motivated when they see how the learning they are engaging with will help them achieve their goals. This energy can be harnessed to drive learning, leading to better results.

6. Adults process with their senses

Most adult learners don’t thrive as well in a lecture-style environment. Adults are flexible when it comes to engaging with learning content. They understand it can be gained in various ways. By offering a variety of sources and techniques, an organization can make sure that all learners have access to content that engages them. When developing online learning for adults, an organization should provide different types of content, such as blogs, animated videos, webinars, apps, gamification, and so on. Learning practices must incorporate audio, visual, reading/writing, kinesthetic, independent, and group techniques.

6. Adults are looking for mentorship

Adult learners understand that looking for an experienced role model will help them learn. As an organization develops its online learning for adults, creating opportunities for mentorship has the added bonus of developing a network within and across teams. Also, learning by example is a powerful way of accessing new skills, allowing learners to quickly gain information and simultaneously avoid common mistakes. Therefore, while creating online learning for adults, try to provide case studies where they can learn from past experiences.

7. Adults guide their development

Utilizing dilemmas and situations to challenge adult learners’ assumptions and principles helps them guide their development. Adults can use critical thinking to evaluate their underlying ideas and assumptions and learn from what they understand by themselves.  Being able to handle how and when they learn means that they will be fully engaged with the learning content rather than simply going through the motions of learning. The more the learner is engaged, from the developing stages to evaluation to feedback, the more involved they will be with the entire process.

With a more nuanced and advanced hierarchy of needs, adult learners value intrinsic motivation and personal ownership of their learning more. Motivating adults by recognizing their success and promoting increased self-esteem and confidence is important.

How are you making your online learning for adults engaging? Share your insights in the comments.

If you still have questions about how to create online learning for adults, schedule a meeting with us.

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Frequently Asked Questions (FAQs)

Q: What are Malcolm Knowles’ adult learning principles?

A: In the 1980s, educator Malcolm Knowles popularized the concept of andragogy, the practice of teaching adults, and contrasted it with pedagogy, the practice of teaching children. The andragogy theory states that adult learners are vastly different from children in terms of their motivation, the relevance of education to their lives, and how they apply that education.

Q: How do these principles differ from traditional teaching methods?

A: Adult learning focuses on giving adults lots of practical experiences and less instruction so they can tackle learning themselves.

Q: What is the importance of understanding these principles in designing effective online learning for adults?

A: Understanding the principles of adult learning is crucial in designing effective online learning because it acknowledges the unique characteristics and learning styles of adult learners.