Integrating Andragogy and a Growth Mindset in Corporate Training Programs
Andragogy
Establishing learner engagement in a corporate training class has its own unique challenges. Unlike the typical classroom, the students are adults and participation in training is more often than not, mandatory. Andragogy is a theory of adult learning well suited to workplace training. While the term “pedagogy” has become almost synonymous with “teaching,” the root of the word refers to children (Livingston & Cummings-Clay, 2023). The basic principles of andragogy were developed by Malcolm Knowles and are commonly broken down into the following six principles:
1. The learner’s need to know;
2. Self-concept also known as the need for self-direction;
3. Prior experiences of the learner;
4. A readiness to learn;
5. An orientation to learn something with a definite application, a/k/a problem-solving; and
6. An intrinsic motivation to learn.
(Livingston & Cummings-Clay, 2023; McCall, Padron, & Andrews, 2018)
By building these andragogical principles into the instructional design of a corporate training program, the participants will be more engaged in the learning process (Livingston & Cummings-Clay, 2023).
Training vs. Education
While adult learning theory can be applied in educational environments such as basic literacy education or higher education, it’s important to look at the distinctions between those environments and that of a corporate training environment. Alexander J. Romiszowski defines training as goal-oriented and following a ‘fenced path,’ in contrast to education which does not necessarily have a predetermined path or destination (Rose, 2004). Andragogy naturally lends itself to this definition of training. Knowles’ principle of the learner’s need to know, also described as a desire to fill a skill gap, falls in line with the Romiszowski’s concept of goal-oriented training. Knowles' principle of orientation to learn (as it relates to something that has an immediate application) follows Romiszowski’s theory of the ‘fenced path’ (Rose, 2004; Livingston & Cummings-Clay, 2023). The training experience should be “…well-structured, practical, and collaborative in order for the students to have the best learning outcomes (McCall, et al., 2018, p. 39).
Learner Resistance and Self-Direction
An understanding of andragogy can also help the trainer prepare for the obstacles one faces in working with adult learners in a corporate environment. While prior experience can be a positive starting point for the new material being learned, it can also be a cause of resistance (Hogue, February 6, 2019). There are a multitude of possible underlying reasons for resistance, but empathizing and collaborating with the adult learner are key to overcoming these issues (Taylor, 2022). One solution can be found in another principle of andragogy, that of self-conceptualization. The theory of self-conceptualization is that mature adults are no longer dependent on the direction of the instructor and prefer self-direction (Livingston & Cummings-Clay, 2023). By collaborating with the student as to the design of the training program, the instructor can help meet the adult learner’s need for self-direction (Livingston & Cummings-Clay, 2023).
Learner Resistance and the Fixed Mindset
Another cause for learner resistance can be a fixed mindset. Carol Dweck’s Growth Mindset Theory explains that people with a fixed mindset believe their intelligence is fixed and inhibits their ability to learn (Padir & Vangölü, 2023). This fixed mindset is a form of self-handicapping, but a growth mindset can be manipulated (Török, Szabó, & Orosz, 2022). Scaffolding is a teaching method in which complex tasks are broken down into smaller parts or steps. This helps reduce the adult learner’s stress and allows them to see their progress (Livingston & Cummings-Clay, 2023). As such, scaffolding targets the adult learner’s desire for problem-solving based training and helps overcome the fixed mindset.
An example of fixed mindsets in corporate training:
Conclusion
Using the principles of andragogy to better understand the mindset of the adult learner will help create a more effective corporate training program.
References
Hogue, R. (2019, February 6). Principles of andragogy [Video]. YouTube.
Livingston, M. & Cummings-Clay, D. (2023). Advancing adult learning using andragogic
instructional practices. International Journal of Multidisciplinary Perspectives in Higher Education, 8(1), pp. 29-53. https://ojed.org/jimphe
McCall, R. Padron, K., & Andrews, C. (2018). Evidence-based instructional strategies for
adult learners: a review of the literature. Codex: the Journal of the Louisiana Chapter of the ACRL, 4(4), pp. 29-47. Retrieved from: https://academicworks.cuny.edu/bx_pubs/43
Padir, M. & Vangölü, M.S. (2023). Implicit theory of intelligence: growth mindset. Current
Approaches in Psychiatry,15(3), pp. 451-457. DOI: 10.18863/pgy.1163630.
Rose, E. (2004). Instructional design and curriculum development: deconstructing the
difference. Educational Technology, 44(2), pp. 3-12. Retrieved from: https://www.jstor.org/stable/44428883
Saturday Night Live (2019, March 10). PowerPoint-SNL [Video]. YouTube.
Taylor, J. E. (2022). Motivational immediacy in the workplace: Facilitating learner
engagement in training environments. Routledge. Excerpts retrieved from: https://www.taylorfrancis.com/books/mono/10.4324/9781003144137/motivational-immediacy-workplace-jonathan-taylor
Török, L., Szabó, P., & Orosz, G. (2022). Promoting a growth mindset decreases
behavioral self‑handicapping among students who are on the fixed side of the mindset continuum. Scientific Reports. https://doi.org/10.1038/s41598-022-11547-4
I create corporate content at work and found this entry to be relevant and helpful. Learner engagement in a corporate training class uses Andragogy, adult learning well suited to workplace training developed by Malcolm Knowles commonly broken down into six principles: The learner’s need to know; Self-concept also known as the need for self-direction; Prior experiences of the learner; A readiness to learn; An orientation to learn something with a definite application, a/k/a problem-solving; and an intrinsic motivation to learn. (Livingston & Cummings-Clay, 2023; McCall, Padron, & Andrews, 2018) Participants are more engaged in the learning process when incorporating andragogical principles into corporate training (Livingston & Cummings-Clay, 2023). Alexander J. Romiszowski defines training as goal-oriented. Knowles’ principle of the learner’s…
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Adults bring experience with them to the learning environment.
Adults are ready to learn to perform their role in society.
Adults are problem-oriented, and they seek immediate application of their new knowledge.
Adults are motivated to learn by internal factors”…
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