Understanding Malcolm Knowles Adult Learning Principles: How to Apply Them Effectively in Learning Design

Introduction

In today’s learning and development landscape, understanding adult learning principles is essential to creating meaningful and effective training experiences. Whether you’re designing eLearning courses, running workshops, or inducting new team members, applying these principles can significantly enhance learner engagement and outcomes.

In this blog, we’ll walk through the six core adult learning principles—originally outlined by Malcolm Knowles —and explore practical examples of how to apply them in the workplace.

What Are Adult Learning Principles?

Adult learning principles are guidelines based on how adults learn best, acknowledging that adults have different needs and motivations compared to children. Malcolm Knowles, a key figure in adult education, developed the theory of andragogy, which includes six main assumptions about adult learners:

1. Need to Know

2. Self-Concept

3. Experience

4. Readiness to Learn

5. Orientation to Learning

6. Motivation

Let’s look at each principle in more detail, along with real-world applications.

1. Need to Know: Adults Want to Understand the Relevance

Application Example: Start your course with a short video or summary that clearly outlines why the training matters for your learners. For example, in a cybersecurity module, explain how poor password hygiene can lead to costly data breaches—and how learners can prevent them.

2. Self-Concept: Adults Prefer Autonomy

Application Example: Provide flexibility and choice wherever possible. In an online learning platform, allow users to choose which modules to tackle first based on their current needs.

3. Experience: Adults Bring Prior Knowledge

Application Example: Encourage learners to share experiences and relate new content to what they already know. In a leadership course, you might ask participants to reflect on past challenges they’ve faced when managing a team.

4. Readiness to Learn: Adults Are Practical and Purpose-Driven

Application Example: Deliver training at the point of need. For instance, provide new team leaders with coaching tools immediately after promotion rather than in a generic onboarding program.

5. Orientation to Learning: Adults Are Problem-Focused

Application Example: Use real-world scenarios that mirror actual workplace challenges. For example, in customer service training, present a scenario where a client is frustrated, and ask the learner to choose how to respond.

6. Motivation: Adults Respond to Internal Drivers

Application Example: Connect learning to personal and professional growth. Share stories from staff who’ve progressed in their careers after completing similar training.

Bonus Tip: Embrace Microlearning and Mobile Access

Modern adult learners are often busy professionals. Break training into short, focused segments and make it accessible on smartphones and tablets for greater flexibility.

Final Thoughts

Applying adult learning principles is about more than just delivering content—it’s about designing training that speaks to the learner’s goals, experience, and real-life context. By embedding these principles into your learning design, you’ll create programs that are not only engaging but truly effective.

Whether you're an L&D practitioner, instructional designer, or training manager, these principles offer a reliable foundation for success in adult education.

FAQs About Adult Learning Principles

Q: What’s the difference between pedagogy and andragogy?

A: Pedagogy: Traditional method for teaching children, where the teacher directs learning.

Andragogy: A learner-centered approach specifically for adult learners, who are self-directed and bring life experiences to the learning process.

Q: Do adult learning principles apply to digital training?

A: Absolutely. These principles are crucial when designing eLearning content that resonates with and engages adult learners.