There is a reason why so many corporate training sessions feel painful. It’s because they often mimic the environment we all remember from school: The teacher stands at the front, the students sit in rows, and the goal is to memorise facts for a test.

This is Pedagogy (literally “leading children”). It works for kids because they are dependent personalities with limited life experience.

But your employees aren’t kids.

When you apply these schoolroom tactics to professionals, you don’t just bore them; you insult them. To train adults effectively, you must shift from Pedagogy to Andragogy (the art of teaching adults).

At the heart of this shift are Malcolm Knowles’ Adult Learning Principles. Understanding these six pillars is the difference between a compliant workforce and a capable one.

The 6 Pillars of Adult Learning (And How to Use Them)

Malcolm Knowles didn’t just theorise; he provided a blueprint for engagement. Here is how to translate his principles into your design.

1. The Need to Know (The “Why”)

The Principle: Children learn because they are told they have to. Adults need to know why they are learning something before they are willing to invest energy in it.

The Design Fix:

• Kill the “Welcome” slide. Don’t start with “Welcome to the course.” Start with the WIIFM (What’s In It For Me?).
• Be Explicit: “You are taking this course because it will cut your data entry time in half,” or “This module will save you from legal liability.”

2. The Learner’s Self-Concept (Autonomy)

The Principle: As we mature, our self-concept moves from being a dependent personality to being a self-directed human being. Adults resent being spoon-fed.

The Design Fix:

• Offer Test-Outs: If a learner already knows the material, let them prove it and skip the module.
• Navigation Control: Unlock the navigation. Let them explore the menu. Don’t force them to click every slide in order.

3. The Role of Experience (The “Resource”)

The Principle: Kids are blank slates. Adults come with a reservoir of experience. If you ignore that experience, you reject the learner.

The Design Fix:

• Acknowledge Prior Knowledge: Use phrases like, “As you’ve likely seen in your role…”
• Use Reflection: instead of just lecturing, ask: “How would you have handled this situation in your last project?” Connect the new info to their existing mental library.

4. Readiness to Learn (Relevance)

The Principle: Adults become ready to learn things when they experience a need to cope with a real-life situation. They want “Just-in-Time” learning, not “Just-in-Case.”

The Design Fix:

• Timing is Key: Don’t train on a software update three months before the software launches. They will forget it.
• Trigger-Based Learning: Provide resources that are accessible exactly when the problem arises (e.g., a searchable wiki rather than a 1-hour course).

5. Orientation to Learning (Problem-Centred)

The Principle: Children are subject-centred (Math, English, Science). Adults are problem-centred (How do I fix this spreadsheet? How do I fire someone legally?).

The Design Fix:

• Ditch the “Topic” List: Structure your course around common problems, not chapters.
• Scenario-Based Learning: Instead of “The Principles of Conflict Resolution,” call the module “Dealing with an Angry Client” and use realistic case studies.

6. Motivation (Intrinsic)

The Principle: While adults respond to external motivators (salary, promotions), the most potent motivators are internal (job satisfaction, self-esteem, quality of life).

The Design Fix:

• Focus on Growth: Frame the training as professional development, not compliance. Show them how this skill makes them better at their craft, not just better employees for the company.

Pedagogy vs. Andragogy: A Quick Comparison

The Bottom Line

Adults vote with their attention. If your training doesn’t solve a problem, respect their autonomy, or acknowledge their experience, they will tune out.

Effective Instructional Design isn’t about dumbing things down; it’s about treating your audience like the capable professionals they are.

Stop lecturing and start solving problems. Book a coaching session with me to learn how to apply Knowles’ principles to your next project.