The eight imperatives of effective adult learning: Designing, implementing and assessing experiences in the modern workplace

Abstract

Purpose

Advances the view that those responsible for leading adult learning and performance improvement needs to take into account how adults truly learn.

Design/methodology/approach

Lays out eight imperatives – based on the authors' research and experience with adult learners – which must be taken into consideration when designing, implementing and assessing adult-learning experiences in the modern workplace.

Findings

Lists these imperatives as: relevance, importance and utility are paramount; hubris and ego can roadblock learning; the credibility of the information source is important; never underestimate the importance of clear learning objectives; adults learn by engagement and doing; accountability for learning is critical; adult learners need coaching and feedback; and plan to stave off learning distractions.

Practical implications

Aims to get trainers to think through the specific things that can help to increase and accelerate learning across the spectrum of adult-learning opportunities in the modern workplace.

Originality/value

Claims that, when leaders incorporate these imperatives in their learning initiatives, learning is more productive and the likelihood of a good return-on-investment rises. When these imperatives are ignored or not taken seriously, time, talent and treasure are wasted and leaders risk damaging their own credibility.

Citation

Longenecker, C. and Abernathy, R. (2013), "The eight imperatives of effective adult learning: Designing, implementing and assessing experiences in the modern workplace", Human Resource Management International Digest, Vol. 21 No. 7, pp. 30-33. https://doi.org/10.1108/HRMID-10-2013-0090