11 June 2025

Applying Adult Learning Principles in Modern Workplaces

Let us Get Real About Adult Learning

Think about the last corporate training you attended—or delivered. Was it filled with slides? Did it feel like a lecture? Did you silently think, “I could have just read this in an email”?

If you nodded even once, you are not alone.

Most workplace learning still looks like traditional education: someone talks, others listen, and maybe there is a quiz at the end. But adult learners are not schoolchildren. They come with experience, opinions, and pressing business needs.

So how do we create learning experiences that actually work for them?

That is where adult learning principles come in. These are not just theories from dusty textbooks—they are practical, proven ways to make learning more engaging, effective, and relevant.

Let me break down the five core principles you should apply—and show you exactly how to bring them to life in modern workplaces.

1. Make It Immediately Relevant

Adults learn best when they understand the why. If they do not see a clear link between the learning and their day-to-day job, you lose them in the first five minutes.

What this sounds like: “Why are we even doing this training? I do not see how this helps me.”

What to do instead:

Always begin with the business problem or performance issue.
State what this training will help them do better—not just know.
Use real examples from their roles to anchor the session.

Example: Instead of teaching “presentation skills” in the abstract, say— “This session will help you structure client pitches more persuasively so we increase our win rate.”

Try this now: Before your next session, write down the answer to this question: What real-world task will this help the learner do better tomorrow?

2. Let Learners Make Choices

Adults value autonomy. They want to feel in control of their learning—not like they are being spoon-fed.

What this sounds like: “I wish I could skip this part—it does not apply to me.”

What to do instead:

Offer options or tracks when possible.
Use activities where learners choose how they want to respond.
Let them vote on which topic to explore deeper during live sessions.

Example: In a leadership workshop, give participants a choice between case studies: one on managing performance, another on handling conflict. Let them pick what is more relevant to their current role.

Try this now: Add a “Choose Your Challenge” slide with 2 or 3 topics. Let them decide the flow.

3. Draw Out Their Experience

Adult learners bring a goldmine of experience. Ignoring it means missing out on rich, contextual learning.

What this sounds like: “We already do this—why is this even new?”

What to do instead:

Start sessions with peer sharing or storytelling.
Ask for examples from their work—successes or failures.
Invite challenges and insights, not just questions.

Example: When training on feedback skills, ask: “What is the best feedback you have ever received? How did it land?”

Try this now: Use a “From Your Experience” moment at the start of each module.

4. Prioritize Practice, Not Just Information

Adults retain more when they do, not just hear.

What this sounds like: “That was interesting, but I am not sure how to apply it.”

What to do instead:

Build in hands-on practice during the session.
Use simulations, role plays, or live scenario discussions.
Include tools or planners they can use post-session.

Example: Instead of just explaining a coaching model, have them practice it on a peer using real challenges they face.

Try this now: Create a one-page tool they fill out during the session, like a delegation planner or feedback script.

5. Respect Their Time and Energy

The biggest unspoken need of adult learners is respect. Respect for their time, their mental load, and their work reality.

What this sounds like: “This could have been half as long and twice as useful.”

What to do instead:

Start and end on time.
Avoid filler or outdated content.
Ask them: “What do you want from this session today?”

Example: Open every session by asking: “What would make this time valuable for you?” Adjust your delivery based on their responses.

Try this now: Trim 20% of your slides. Add 20% more space for discussion or decision-making.

Bringing It All Together

Designing for adults is not about being flashy or complicated.

It is about being thoughtful.

It means:

Designing learning that is relevant and rooted in their work.
Giving them a voice in the process.
Using their experience as a resource.
Building real application, not just consumption.
And above all, respecting their time.

Because when adult learners feel seen, heard, and challenged—they engage. And when they engage, they grow. And when they grow, the business grows with them.

👇 Want More Like This?

If this blog gave you practical ideas, you will love the L&D Academy Newsletter. Each week, I share deep-dive strategies, tools, and templates to help you build high-impact learning programs in your organization.

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Let us stop creating training that people tolerate— And start designing learning that transforms people and performance.

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