Maybo's Chief Product Officer, Gary Williams, writes:

At Maybo, we believe that effective training is about more than simply imparting knowledge - it’s about facilitating transformative learning experiences that empower individuals. Whether instructing people on managing challenging behaviours or enhancing their communication and professional skills, recognising how adults learn is crucial for delivering impactful training that truly resonates.

This article explores the broad principles of adult learning theory, known as andragogy, and demonstrates how these principles can help us design and deliver more engaging, practical and relevant training. By aligning your approach to meet the specific needs of adult learners, you can boost both participation and the application of new skills in real-world situations.

Malcolm Knowles, a pioneer in the field of adult education, introduced the concept of andragogy in the early 1970s. His work focused on explaining how adults learn differently from children. Since then, his ideas have sparked ongoing research and debate. Whether viewed as a theory or as a set of guiding principles, Knowles’ work remains foundational to shaping adult learning.

Below are the six key principles of andragogy that illustrate how adults learn, along with practical tips for trainers to implement these concepts in Maybo training programmes focused on preventing and reducing behaviours of concern and conflict.

1. Adults Need to Understand the Purpose

Adults are more likely to engage in learning when they understand the reasons behind it. They want to know why a particular skill or piece of knowledge is relevant before investing their time and energy. Clear benefits and applications of learning need to be evident for them to commit to the process.

Training Tip:
At the beginning of any session on managing behaviours of concern, explain how the skills will help learners in real-life situations. For example, you could emphasise how de-escalation techniques can reduce workplace stress or improve safety, making it clear that these are not just theoretical concepts but practical tools they can use immediately.

2. Developing Self-Direction

As people mature, they transition from dependent to self-directed learners. Adults generally prefer to take responsibility for their own learning and decision-making. They value having control over what they learn and how they approach it, rather than being passively guided.

Training Tip:
Give learners autonomy by allowing them to choose specific scenarios and solve problems during the session. For example, let them pick which types of challenging behaviours they want to focus on (e.g., shouting, angry outbursts or non-verbal resistance). This empowers them to take ownership of their learning.

3. Drawing from Life Experience

Adults bring a wealth of personal and professional experiences into the learning environment. They appreciate opportunities to connect new learning with their own knowledge, using past experiences as a foundation. Linking past experiences with new information strengthens the learning process and makes it more meaningful.

Training Tip:
Invite participants to share their own experiences with challenging behaviours during the session. Ask questions like, “Has anyone encountered a situation like this in their role?” This allows them to reflect on how the training aligns with or builds on what they’ve already experienced, making the learning more impactful.

4. Readiness to Learn

Adults often feel motivated to learn when faced with real-world challenges that necessitate new knowledge or skills. Their readiness to learn increases when the content is relevant to their personal or professional experiences, often driven by the need to solve problems or improve situations.

Training Tip: 
Tie the learning objectives to common workplace challenges that learners are likely facing.  For example, highlight how learning to defuse a tense situation can help prevent conflict at work and create a safer environment. This helps participants see the immediate value and they are likely to engage more fully.

5. Problem-Oriented Learning

Adult learners tend to focus on learning that addresses specific challenges rather than acquiring knowledge for its own sake. They favour content that has immediate, practical applications, such as learning skills they can implement in their work or daily lives straight away.

Training Tip: 
Incorporate case studies or realistic scenarios within training. For example, present a situation where a person is becoming increasingly agitated and guide learners through the process of identifying early warning signs (antecedents) and applying de-escalation techniques. Problem-solving exercises help them understand how these skills work in practice.

6. Internal Motivation

While external motivators such as recognition or rewards can play a role, adults are often driven by internal factors like self-esteem, personal achievement, and the desire for growth. This intrinsic motivation is key to their learning success and long-term engagement.

Training Tip:
Encourage self-reflection during and after training. Ask participants to think about how the skills will help them feel more confident in managing difficult situations or improving the quality of their interactions with others. By connecting the training to personal growth, you tap into their internal motivation, making the learning more long-lasting.

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In summary, these six key principles of andragogy highlight the importance of creating learning experiences that are relevant, practical and respectful of the autonomy and prior experiences that adult learners bring. Effective adult learning recognises the need for self-direction and real-world application. 

Incorporating these Principles into Training

When designing training programmes for adults, it’s essential to ensure that the content is learner centred. Engage participants, allow them to take responsibility for their learning, and emphasise practical applications. This approach not only aligns with adult learning theory but also enhances the likelihood that learners will retain and apply the knowledge.

For those looking to explore these concepts further, Malcolm Knowles’ book The Adult Learner offers deeper insights into the principles of adult education and their application in modern training environments.

Maybo’s training approaches and programmes, embody the principles of adult learning, ensuring that our training is relevant, practical, and directly applicable to real-world challenges. By fostering self-direction, leveraging life experiences, and emphasising problem-solving, we empower participants to build confidence and enhance their skills in meaningful ways. 

Get in touch to discuss Maybo’s tailored training programmes with a member of our team.