While preparing a presentation for a Leadership Training Program, We encountered a question: How do adults actually learn? We realized that this wasn’t just a classroom question; it’s crucial for leaders everywhere in the world. Interestingly, the answer lies in three letters ALP.

What is Adult Learning Principles?

Adult Learning Principles(ALP), were defined by Malcolm Knowles in 1970 to describe how adults learn. The crux of all the principles of ALP is that the reason most adults enter any learning experience is to create change. The change could be in skills, behaviors, knowledge level, and attitude and if leaders understand this, they can help their teams learn better and stay engaged.

As we explored ALP deeper, We realized how essential these principles are for Global Leadership Programs and Global Leadership Coach Programs, particularly the ones offered by Abhyudaya Global Coach Circle. Curious about how to implement these principles for better leadership strategies?

Now, let’s go through these adult learning principles to see how you can maximise the learning to bring real engagement for your team.

 Change is the end result of all true learning. ― Leo Buscaglia

Here are the core adult learning principles that you can implement in your Leadership journey to maximize engagement:

1. Adults Learn When They Want To

Adults learn effectively only when they have a strong inner motivation to develop a new skill or acquire a particular type of knowledge. Since this is very individualistic, take some time to reflect on the following question for your team:

Is this team member really interested in the kind of work we do?

At Abhyudaya Global Leadership Coach Program, we integrate this understanding into our coaching programs. Our focus is on helping leaders tailor their strategies to resonate with individual motivations.

2. Adults Learn What They Feel Is Relevant

Adults are practical in their approach to learning. They want to know: “How is this going to help me right now?” Reflect on these questions:

• Does this person know how our work aligns to the overall strategy of the organization?
• Does he/she know how our work fits into the overall portfolio of the organization and how their work is contributing to the bigger numbers?
• Does this person have the complete view of the value chain starting from his own interest to organizations revenue? 
• Most importantly does he feel that he is an integral part of your team?

As mentioned earlier, engagement can’t be a blanket approach. Engagement is individualistic and as a Leader, it is your work to make sure each and every individual in your team is engaged. Mind you, highly engaged team saves you the cost of attrition, hiring and repetitive learning interventions.

These questions can also be leveraged in a one-to-one meeting with your team member to understand the complete picture and find solutions.

3. Experience affects adult learning:

  Adults have more experience than children. This can be an asset and a liability.

• Does your team member get the opportunity to brainstorm ideas with the larger team?
• Are you, as a leader, challenging his assumptions?
• Are you encouraging him to think beyond the obvious?
• Does he have the opportunity to take some risks to validate his thinking and break limiting beliefs?

4. Adults learn best in an informal situation:

Children have to follow a curriculum. Often, adults learn only what they feel they need to know. The questions you should be asking here are:

• Are you approachable as a leader for each and every member of your team?
• Do they really find it hard to find time in your schedule?
• Do you get one-on-one time with them to just listen to them?
• In your conversation with them are you listening or talking most of the time?
• Is there an open environment in your team to be able to cross-sell and bounce off ideas?

5. Adults Want Guidance, Not Instruction

Adults want information that will help them improve their situation or that of their children. They do not want to be told what to do. They want to choose options based on their individual needs. The important questions here are:

• Are you helping them brainstorm or expecting them to come to you with perfect solutions?
• Are you coaching them with the right questions?
• Are you listening to their thoughts and validating their work couple of times to reach a good level of understanding?
• Where does most of your time go? Instructing, coaching, counseling or reprimanding?

By applying these Adult Learning Principles to your leadership approach, you create an environment where your team doesn’t just learn they thrive. Leaders who understand ALP see their teams become more engaged, skilled, and equipped to tackle real challenges.

At Abhyudaya, we’ve built our Global Leadership Coaching Programs around these very principles. We don’t just teach leadership, we instill a mindset that fosters continuous learning and growth. 

Global Leadership Coaching Programs are designed to engage adult learners at every level, ensuring that leaders walk away with actionable strategies that create lasting change.

So, ask yourself: Am I fostering the right learning environment for my team?

Your approach to learning has a profound impact on your success as a leader. With Abhyudaya Global Coach Circle, you can ensure that your leadership journey is not just about learning, it is about real engagement and real change. Because true learning is true engagement. Let’s make it real at Abhyudaya Global Coach Circle.

To know more about the benefits of training block your time with the Master Coach and Founder of Abhyudaya Jaya Bhateja: https://calendly.com/jayabhateja/15min

Or with Sakshi Narula: https://calendly.com/sakshinarula/30min