Adults don’t learn by playing (only). And having them learn just by learning or sitting through lectures, particularly in the context of the workplace, is like dragging them across concrete. So, while not necessarily playing, doing is better when it comes to picking up new skills (and this is why you hear so much about that famous 70-20-10 model (70% doing, 20% coaching, 10% classroom-based).

Children, by contrast, are like sponges, soaking up everything around them and learning through play and exploration. As adults, however, we need a more structured approach to learning. That's why several approaches have been developed to make learning easier for adults, including experiential, problem-based, and self-directed learning.

One of the most widely recognized models of adult learning is andragogy, developed by Malcolm Knowles. It places a premium on autonomy, critical thinking, and direct, hands-on experience. Exposure to real-world applications of knowledge, where adults can draw on their own life experiences, tends to bring out the best in terms of self-direction and drive.

Another successful paradigm of adult learning is self-directed learning. It involves deciding what you want to learn, finding ways to learn it, and checking your progress along the way. Like andragogy, students are more likely to be motivated when they are actively engaged in their own education. Personalizing the learning process through self-directed study helps keep students interested and motivated.

… And you’re not wrong! Real-world problem-based learning is another effective method of teaching adults. It emphasizes the value of active learning and putting knowledge directly to use in the real world. So, if your style is one where you want to immediately put your learnings into practice, this learning modality might benefit you greatly.

Research supports the efficacy of these strategies for adult learning. For instance, a study published in the Journal of Continuing Education in the Health Professions found that problem-based learning enhanced the effectiveness of a Continuing Medical Education (CME) course. Knowledge retention and problem-solving skills were much higher in the problem-based learning group than in the lecture group.

Similarly, self-directed learning was found to be helpful in enhancing the results of an employee training program, according to research published in the Journal of Applied Psychology. The study concluded that the self-directed learning group outperformed the typical instructor-led group in terms of motivation, engagement, and learning outcomes.

An experienced coach with relevant knowledge can also play a pivotal role in driving learning and growth in adults. In fact, having a mentor can be one of the most effective ways to facilitate adult learning.

This is consistent with findings in a study published in the Journal of Vocational Behavior. The authors concluded that having an experienced individual coach in a mentoring role was positively related to career success, job satisfaction, and commitment to the organization. The study also found that mentoring had a significant impact on individual learning and development, as well as overall career progress.

Another study published in the International Journal of Evidence Based Coaching and Mentoring found that mentoring had a positive impact on leadership development, emotional intelligence, and critical thinking skills. The study also found that mentorship improved self-awareness, self-regulation, and motivation.

Mentors with experience in the relevant topics can provide guidance, feedback, and support throughout the learning process. They add significant depth to learning through sharing their own experiences and provide practical advice on how to apply new knowledge and skills in real-world situations. They also help individuals identify their strengths and weaknesses, set realistic goals, and track their progress. Furthermore, they provide accountability and motivation. Knowing that someone is invested in their learning and growth can encourage individuals to take ownership of their own education and push themselves to achieve their goals.

Ultimately, the role of an experienced mentor is to create a supportive and challenging learning environment that enables individuals to reach their full potential. By providing personalized guidance and support, mentors can help adult learners achieve their objectives and accelerate their professional and personal development.

Understanding how adults learn is essential for effective workplace training and development. So, whether you're planning to train people in your team to further their growth, take on a more challenging role, or even if you’re planning it for yourself to advance your career, or to simply better yourself, keeping these models in mind can help you achieve your goals. 

As the saying goes, "you're never too old to learn something new."

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