Adult Learning Principles in Workshops

The ultimate guide to creating transformational workshop experiences (Even if you're not a natural facilitator) Ever had that gut-punch moment after a workshop where you just know it didn’t land? I’ve been there. Back then, I thought great workshops were all about cramming in as much content as possible. You know what I mean: - Slides with inspirational quotes. - The theory behind the frameworks. - More activities than a summer camp schedule… Subconsciously I believed that: The more I shared, the more people would see me as an expert. The more I shared, the more valuable the workshop. And participants would surely walk away transformed. Spoiler: they didn’t. They were hit-and-miss. But then on a leadership retreat in 2016, I stumbled onto something that changed everything. Something so obvious it's almost easy to miss. But when you intentionally use them, it took my workshops from "meh" to "mind-blowing": Three simple principles: 1️⃣ Context-based Learning People don't show up as blank slates. They bring their own experiences, challenges, and goals. When I started anchoring my content in their reality, things clicked. Suddenly, what I was sharing felt relevant and useful — like I was talking with them instead of at them. 2️⃣ Experiential Learning Turns out, people don’t learn by being told. They learn by doing (duh). When I shifted to creating experiences, the room came alive. And participants actually remembered what they’d learned. Experiences like roleplays, discussions, real-world scenarios, the odd game... 3️⃣ Evocative Facilitation This one was a game-changer. The best workshops aren’t just informative — they’re emotional. The experiences we run spark thoughts and reactions. And it's our job to ask powerful questions to invite reflection. Guiding participants to their own "aha!" moments to use in the real world. (yup, workshops aren't the real world) ... When I started being intentional with these three principles, something clicked. Participants started coming up to me after sessions, saying things like: "That’s exactly what I needed." "I feel like you were speaking directly to me." "I’ve never felt so seen in a workshop before." And best of all? Those workshops led to repeat bookings, referrals, and clients who couldn’t wait to work with me again. Is this the missing piece to your expertise? - If so, design experiences around context. •Facilitate experiences that evoke reactions •Unpack reactions to land the learning ♻️ Share if you found this useful ✍️ Do you use any principles to design your workshops?

🔴 If learning stays separate from experience, it won’t stick. People don’t learn in a vacuum. They make sense of new information 👉 by connecting it to what they already know. Instead of just delivering content, help learners tie it to their own experiences. Here’s how: 1️⃣ Start with what they already know. Ask questions that activate prior knowledge: ✅ “Have you ever faced a challenge like this?” ✅ “What’s your current approach to solving this problem?” ✅ “What’s worked—or not worked—for you in the past?” This primes the brain to connect new insights to real-life situations. 2️⃣ Use reflection to deepen learning. After introducing a concept, have learners: ✅ Share how it relates to their own experiences. ✅ Compare it to what they’ve done before. ✅ Identify how they might apply it moving forward. Example: Instead of saying, "Here’s how to handle a difficult conversation," ask: "Think about a tough conversation you’ve had—what worked, and what didn’t?" 3️⃣ Encourage storytelling. When learners share personal experiences, they: ✅ Make abstract ideas concrete. ✅ Learn from each other’s perspectives. ✅ Feel more engaged and invested. 4️⃣ Design activities that require personal application. ✅ Case studies where learners apply concepts to their own work. ✅ Discussions that link new ideas to past experiences. ✅ Journaling prompts like: “How does this apply to your role?” Learning isn’t about memorizing facts. It’s about making knowledge personally meaningful. 🤔 How do you help learners connect new ideas to their own experiences? ----------------------- 👋 Hi! I'm Elizabeth! ♻️ Share this post if you found it helpful. 👆 Follow me for more tips! 🤝 Reach out if you need a high-quality learning solution designed to engage learners and drive real change. #InstructionalDesign #AdultLearning #MakeLearningStick #LearningAndDevelopment

Designing training programs that actually transform learners? Start with this timeless truth: People don’t learn just by listening. They learn by doing. One of the models I often use while designing development interventions is the 70-20-10 model of learning. Originally developed by McCall, Eichinger, and Lombardo, this framework continues to remain relevant — even in an age of AI-driven learning and digital platforms. Here’s how it breaks down: 1) 70% – Experiential Learning - Learning by doing. On-the-job tasks, stretch assignments, simulations, and real-life decision-making. This is where actual transformation happens. It’s the space where knowledge turns into capability. 2) 20% – Social Learning - Learning from people. Through feedback, coaching, mentoring, peer discussions — we learn by observing, reflecting, and engaging with others. It deepens context and creates community. 3) 10% – Formal Learning - Learning from structured content. Workshops, courses, textbooks, instructional videos. Still important — but only a small piece of the bigger puzzle. When I design workshops, I treat this model not as a formula — but as a design principle. The formal workshops (10%) introduce key concepts. The social components (20%) reinforce it through feedback and peer exchange. But it’s the on-the-job application (70%) that brings the real shift. Because people don’t remember slides — they remember experiences. The 70-20-10 model is a reminder that learning isn’t an event. It’s a process. Transformation doesn’t come from knowing… it comes from doing. If you're building learning programs for your organization, start by asking: “Where will this show up in their real work?” That’s where learning becomes meaningful. #LearningAndDevelopment #CorporateTraining #ManishKhanolkar

What Adult Education Teaches Us About Transformation Management Many educators and consultants assume that making content more appealing will lead to better learning outcomes. Sure—it might improve memory and retention. But when it comes to adults, that’s not what creates real behavior change. The key is not just the content—it’s the container. A learning container is the space we intentionally create for adult learning. It weaves together: Motivation through relevance and incentives Trust and psychological safety Co-creation of the learning experience When done well, it evolves into something even more powerful: A learning community. And a learning community? It figures it all out. This is rarely talked about. But in my view, it’s the most critical element of adult learning—especially in organizational transformation. I often think of it as bending the space-time fabric (metaphorically) to create a field where consciousness expands through reflection and dialogue. So, why does this matter now? Because AI adoption is reshaping the workplace. Transformation management is essentially accelerated change management. And effective change management requires strong adult learning—every step of the way. The lesson on AI is not what drives change. The environment for learning does. To lead real transformation, focus on building containers and communities for learning: Co-create the experience Clarify relevance to real work and identity Connect it to the learner’s world Build trust and safety in the process That’s how behavior shifts. That’s how transformation takes root. #learning #transformation #ai

5 Blind Spots That Hurt Adult Learning (and what I recommend instead) Truth: Most default to teaching adults like what they remember experiencing in classrooms and as children. But the reality is that adult learning (andragogy) needs a different approach. Here's what you're doing wrong: 1. Teaching Without Priming: ↳ Diving into content without anchoring to past knowledge fails. ↳ Instead: Start with existing knowledge and clear purpose. 2. Presenting in Isolation: ↳ Concepts without context feel disconnected from reality. ↳ Instead: Connect theory to practice. Show how it solves real problems. 3. Ignoring Prior Knowledge: ↳ Treating professionals like blank slates wastes valuable expertise. ↳ Instead: Build on what they know—make experience the foundation. 4. Over-Controlling the Journey: ↳ Rigid structures kill natural adult learning. ↳ Instead: Let them self-direct. Give space to explore. 5. Ignoring Individual Needs: ↳ One-size-fits-all overlooks unique strengths. ↳ Instead: Customize paths for each learner's level and potential. Remember: Adults aren't "big children". They bring experience, goals, and valuable perspective. Lead with awareness—your lifelong learners deserve it. What learning blind spots have you noticed in your experiences with company training? Share below ⬇️ ♻️ Share to help leaders grow through educating others 🔔 Follow Carmen Morin for more learning insights.

Something I love about instructional design is making engaging learning experiences. Somewhere along the way, many people started believing that engagement in learning is only for children. That adults can (or should) simply read, listen, and absorb. But that’s not how real learning works, no matter the age! Adults need engaging learning experiences just as much as children do. Here’s why: - Relevance matters. Busy professionals want to know why this learning matters and how they can use it right away. If they can’t see the connection to their work, they won’t engage. - Clear outcomes drive motivation. Adults want to know what they’re working toward. If they understand the desired outcome, they’re more likely to stay invested. - Interaction makes learning stick. We wouldn’t expect kids to learn just by listening, so why do we expect it from adults? Interactive elements like branching scenarios, visuals elements, and gamification help reinforce key concepts and improve retention. One of my favorite ways to engage adult learners is through short videos. I love bringing a visual element to the content, and Vyond is my favorite tool for creating videos that make learning more effective. No matter the audience, engagement isn’t just an added bonus—it’s a necessity. When we design learning experiences, we need to make sure adults aren’t just absorbing information, but actively connecting with it. How do you keep adult learners engaged? Or, what helps you stay engaged as a learner?

🛠️ 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐛𝐲 𝐃𝐨𝐢𝐧𝐠 𝐈𝐬𝐧’𝐭 𝐉𝐮𝐬𝐭 𝐚 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲—𝐈𝐭’𝐬 𝐒𝐜𝐢𝐞𝐧𝐜𝐞. 𝐀𝐧𝐝 𝐓𝐨𝐨 𝐌𝐚𝐧𝐲 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐀𝐫𝐞 𝐒𝐭𝐢𝐥𝐥 𝐌𝐢𝐬𝐬𝐢𝐧𝐠 𝐭𝐡𝐞 𝐌𝐚𝐫𝐤. “Tell me and I forget. Teach me and I may remember. Involve me and I learn.” Benjamin Franklin said it centuries ago—and modern learning science continues to back him up. We know that adults learn best through relevant, hands-on, and problem-centered experiences. Yet a 24x7 Learning survey found that 𝐨𝐧𝐥𝐲 𝟏𝟐% 𝐨𝐟 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 apply what they learn in training to their job. That’s not a learner problem. It’s a design problem. 🔍 Why does this matter for organizations? ✅ Experiential Learning (Kolb): Real learning happens when we reflect on doing, not just hearing or reading. It’s the difference between watching someone ride a bike and actually getting on the seat. ✅ Andragogy (Knowles): Adults are self-directed. We crave learning that helps us solve real-world problems—something we can use today, not just file away for “someday.” ❗The gap in corporate training often comes down to:  • A lack of customization  • A lack of relevance  • And very little opportunity for hands-on practice We remember:  • 10% of what we read 📖  • 20% of what we hear 👂  • 90% of what we do 🛠️ 🎯 If we want people to retain and apply what they learn, we need to stop checking boxes—and start designing experiences. That’s why I pulled together some timeless wisdom in this carousel: 🔟 10 Quotes That Prove Learning Happens by Doing Each quote is a reminder that real learning is active, not passive—and our training programs should be too. 𝐀𝐫𝐞 𝐲𝐨𝐮𝐫 𝐩𝐫𝐨𝐠𝐫𝐚𝐦𝐬 𝐝𝐞𝐬𝐢𝐠𝐧𝐞𝐝 𝐚𝐫𝐨𝐮𝐧𝐝 𝐡𝐨𝐰 𝐚𝐝𝐮𝐥𝐭𝐬 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐥𝐞𝐚𝐫𝐧—𝐨𝐫 𝐚𝐫𝐞 𝐭𝐡𝐞𝐲 𝐣𝐮𝐬𝐭 𝐦𝐞𝐞𝐭𝐢𝐧𝐠 𝐚 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐦𝐞𝐧𝐭? #LearningAndDevelopment #AdultLearning #InstructionalDesign #TrainTheTrainer #WorkplaceLearning #IOPsychology #ExperientialLearning #LearningByDoing #CorporateTraining #LeadershipDevelopment #TalentDevelopment