Guide: Learning theories for adult education

When it comes to delivering effective training to adults, understanding how adults learn is just as important as what is taught. Adults bring life experience, clear goals, and a practical mindset to the table – and if training doesn’t align with their needs and expectations, engagement quickly drops. That’s where adult learning theories come in: they explain how adults acquire, process, and apply knowledge and offer practical guidance for designing training programmes that feel relevant, motivating, and valuable to adult learners. In this article, we’ll explore what learning theories are, why adult learners require a different approach, and how training providers should approach developing education programmes for adults.

 

What are learning theories?

Learning theories are frameworks which explain how people acquire, process, and retain knowledge. They help us understand the different ways in which individuals learn; what conditions make learning most effective, what motivates learners, how they engage with new information, and how they turn knowledge into practical skills.

For training providers – especially those providing education and training to adults – understanding learning theories is not just an academic exercise, but a practical necessity.

Learning theories inform the design of effective training programmes, helping providers create learning experiences that are relevant, engaging, and impactful.

When working with adult learners, applying the right learning theories ensures that training is designed with the learner’s needs, motivations, and preferences in mind. This leads to better engagement, stronger outcomes, and a more positive learning experience.

 

Why adult learning requires a different approach

Not all learners are the same. Children and adults approach learning very differently; this is why we distinguish between:

• Pedagogy – the method and practice of teaching children, and
• Andragogy – the method and practice of teaching adults.

While children often learn through instruction and authority-led environments, adults come to the learning environment with a different set of motivations, expectations, and life experiences, all of which shape how they engage with new information.

Training providers who recognise this can deliver far more effective, engaging learning experiences.

Here are some key characteristics which define adult learners:

• Life and work experience: Adults draw on their personal and professional backgrounds to interpret and apply new knowledge, making it essential to connect training content to real-world situations.
• Goal-orientation: Adults typically participate in training for specific reasons, whether it’s to develop new skills, advance their careers, or solve practical problems. Training that lacks clear objectives and outcomes risks disengagement.
• Need for relevance: Unlike theoretical learning for children, adults want to see the immediate value in what they’re learning. If they can’t apply it right away, it often won’t resonate with them.
• Internal motivations: While children might learn because they’re told to, adults are usually driven by internal factors – e.g. career growth, personal achievement, or the desire to keep up in a fast-changing world.
• Practical mindset: Adults learn best when training focuses on practical challenges and real-life scenarios rather than abstract theories.

Understanding these characteristics is vital when designing and delivering adult education programmes.

 

Core adult learning theories

When it comes to designing training programmes that truly resonate with adult learners, understanding the core theories that explain how adults learn best is essential.

Below, we’ll explore some of the most influential adult learning theories and how they can be applied in modern training environments.

 

Andragogy (Malcolm Knowles)

Andragogy, as mentioned above, is perhaps the most well-known framework in adult education. Pioneered by American educator Malcolm Knowles as a learning theory in the 1970s, andragogy focuses on the idea that adults learn differently from children and outlines six core principles.

According to andragogy, adults:

• Need to know why they need to learn something.
• Are self-directed learners.
• Bring a wealth of life experiences that influence how they learn.
• Are ready to learn when they see a need in their personal or professional life.
• Are problem-centred and focused on immediate application.
• Are internally motivated by factors like personal growth and career progression.

To apply this theory, training providers should incorporate opportunities for self-directed learning, build on learners’ existing knowledge, and focus on practical, problem-solving tasks that have immediate relevance to their work or lives.

 

Transformative learning theory (Jack Mezirow)

Transformative learning is about more than acquiring knowledge – it’s about changing perspectives.

Developed by American sociologist Jack Mezirow, this theory suggests that adults learn by reflecting on their experiences, challenging their assumptions, and transforming the way they see the world.

Training providers working with this theory should use reflective exercises, discussions, and real-world dilemmas that encourage learners to question their existing beliefs and consider new perspectives.

 

Experiential learning theory (David Kolb)

American psychologist David Kolb’s experiential learning theory focuses on the importance of learning through experience.

According to Kolb, effective learning is a cycle involving four stages:

1. Concrete experience
2. Reflective observation
3. Abstract conceptualisation
4. Active experimentation

This approach encourages learners to actively engage with content, reflect on what they have learnt, and apply it in real-world situations.

Training providers should incorporate hands-on activities, simulations, role-playing, and case studies that mirror real-life scenarios.

 

Social learning theory (Albert Bandura)

Canadian-American psychologist and professor Albert Bandura’s social learning theory emphasises that people learn by observing others. Adults often model behaviours, skills, and attitudes by watching peers, mentors, or trainers.

Training providers should encourage peer learning, group discussions, mentorship opportunities, and collaborative projects to create an environment where learners can observe and learn from one another.

Read more about social learning theory

 

Self-directed learning theory (Knowles and Tough)

Malcolm Knowles and Canadian educator and researcher Allen Tough are prominent figures in the development of self-directed learning theory.

According to this theory, adults naturally gravitate towards self-directed learning, taking control of what they learn, how they learn, and when they learn. It emphasises the importance of giving learners autonomy and access to resources allowing them to manage their own learning.

For training providers, this is about offering on-demand modules, personalised learning paths, and tools for learners to set their own goals and track progress.

 

Practical application: How training providers can apply adult learning theories

Understanding adult learning theories is one thing, but applying them effectively is where the real value lies. To summarise, here are the principles of adult learning we can take from the core learning theories above:

• Connect training to learners’ personal, professional, or practical goals.
• Leverage learners’ prior experience.
• Focus on problem-solving, not memorisation.
• Encourage autonomy and flexibility.
• Provide opportunities for reflection and feedback.

For training providers, aligning course design and delivery with these principles ensures programmes are engaging, practical, and tailored to adult learners’ expectations.

Here’s how you can put these ideas into action:

• Design learning experiences around real-world problems: Build case studies, simulations, and projects that reflect the challenges learners face in their jobs or personal lives. This encourages problem-solving and immediate application.
• Offer flexible, self-directed learning options: Adults appreciate the freedom to choose what, when, and how they learn. Provide on-demand modules, microlearning content, and options for learners to set their own pace.
• Incorporate collaborative and social learning: Create opportunities for learners to share experiences, exchange feedback, and learn from each other through discussion forums, group projects, or live workshops.
• Use technology to personalise learning paths: Modern training management systems, like FrontCore, allow providers to tailor course content, track learner progress, and recommend relevant modules based on each learner’s goals and history.
• Integrate reflection and feedback opportunities: Build in moments for learners to pause, reflect on new concepts, and apply them in their own context. Follow up with timely, constructive feedback to reinforce learning.
• Connect new knowledge to prior experience: Encourage learners to relate content to their existing skills and experiences through exercises, discussions, or scenario-based tasks.

By weaving these practical strategies into your training programmes – supported by technology that makes them scalable and accessible – training providers can deliver adult learning experiences that are not just informative, but transformative.

 

Deliver effective adult learning experiences with FrontCore

Understanding how adults learn is the first step to creating training programmes that truly deliver value. By applying proven adult learning theories and principles, training providers can build engaging, relevant, and results-driven learning experiences – and with the right technology, putting these ideas into practice is easier than ever.

Whether you’re offering classroom-based sessions, virtual courses, or blended learning programmes, a smart, flexible system makes it simple to personalise training paths, track learner progress, and create engaging, problem-solving activities that resonate with adult learners.

FrontCore’s training solutions are built to help you do exactly that.

Take your adult training programmes to the next level with FrontCore’s all-in-one Training Management System (TMS) – a cloud-based platform designed to streamline operations, simplify course management, and deliver tailored, effective learning experiences.

Or elevate your digital learning offering with FrontCore’s new Learning Management System (LMS), featuring advanced AI tools, customisable course modules, and flexible self-paced options, built for the needs of today’s adult learners.

Create smarter, more engaging, and more impactful training experiences.

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