The Five Adult Learning Theories Involved In Leadership Development According To Realtimecampaign.Com

Leadership development programs shape the new leaders of the world and benefit companies. The purpose of the programs is to train strong leaders who understand their workforce, and different cultures, and improve the way businesses operate. The 5 adult learning theories involved in leadership development offer insight into how adults learn new concepts and applying these theories to training programs addresses all learning styles. Learn more about the 5 adult learning theories and how they play a role in creating the best training programs. 

The Andragogy Theory

The andragogy theory was developed by Malcolm Knowles in 1980 and is based on the art and science of how adults learn. Essentially, the adult must have the drive to learn something new, have internal motivation to learn, know that this knowledge benefits them, and create a foundation for learning. These adults take control over how they learn and become self-directed and look for task-oriented programs that align with their life and career goals according to realtimecampaign.com.

Transformative Learning

One could read this article for more information,“Does your leadership development program leverage all five adult learning theories? Here's why it should .” Understanding the different learning theories makes it easier to cater training programs for individuals based on how they learn. Jack Mezirow's theory of transformative learning introduces critical thinking practices to alter how an adult sees the world and their internalized thoughts about themselves and how they see themselves in the world. The theory challenges assumptions and possible misconceptions about the world and other cultures and shows learners how to change their principles and beliefs by learning more about others in the world. 

Self-Directed Learning

Alan Tough's self-directed learning theory involves a desire to learn on the person's own, and they plan out how they want to learn something new and evaluate how much they've learned throughout their progress. These adults set up their own goals and educational needs. In training programs, instructors provide the information the adults need, and the students go about learning these concepts in their own time. Companies can find out here now about how to use these theories to create better leadership training programs. 

Experimental Learning

David Kolb's theory of experimental learning is based on learning from the person's own experiences. Adults reflect on their life experiences and use these experiences to learn new concepts and grow from these lessons. Leadership development concepts are derived from an advanced understanding, compassion, and empathy. Leaders that use their experiences to teach others might create a strong workforce. However, not everyone's life experiences are the same, and it's important to help the workers relate to the leaders. Learn more about these concepts from service providers like LeggUP .

Project-Based Learning

John Dewey's theory of project-based learning shows how adults learn with hands-on experience. The more the workers take on leadership roles, the more they learn about running a business and managing their workforce.

Leadership development is vital for businesses and improves the lives of individuals who need more direction and motivation to achieve life goals. The five adult learning theories define how different adults learn and how it's important to apply these theories to the materials when training new leaders. Read more about these learning theories to find out how they affect leadership training programs.

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