How Adults Really Learn – 5 Myths and the Reality

Whether you're an HR manager or part of a company's leadership team, understanding these realities will help you ensure that trainings are not just informative, but truly results-oriented.

Myth #1 – Adults Are Always Motivated to Learn

Reality: Motivation doesn’t appear automatically. Adults engage in learning when they clearly see how it connects to their personal or professional needs.

Example: If you’re training an employee on a new CRM system, they’ll only be interested once they understand how it will make their job easier and improve their performance.

Tip: Always start by showing the “why” and “what’s in it for them” before jumping into the “how.”

Myth #2 – One Training Format Works for Everyone

Reality: Some people learn better visually, others through hands-on practice, and some through discussion.

Example: A presentation combined with a group exercise and a short instructional video is far more effective than a lecture alone.

Tip: Analyze your audience in advance and adapt your content accordingly — this boosts engagement and outcomes.

Myth #3 – Delivering Information Is Enough

Reality: Information only becomes knowledge when it’s applied in practice.

Example: In a sales training, participants practiced real-life scenarios through role-play — as a result, they immediately retained new techniques.

Tip: Incorporate simulations, practical exercises, and real-case discussions into your training.

Myth #4 – Adults Don’t Make Mistakes

Reality: Mistakes are a natural and essential part of the learning process.

Example: During a project planning workshop, a participant misjudged resource needs, which ultimately helped them better understand planning dynamics.

Tip: Create a safe learning environment where mistakes are seen as opportunities for growth, not grounds for punishment.

Myth #5 – The Trainer Alone Drives Results

Reality: The trainer facilitates the process, but the real responsibility lies with the learner.

Example: Assigning post-training tasks allows participants to deepen their understanding independently.

Tip: Encourage self-directed learning and goal-setting before the training begins.

Adult learning is not just about delivering information – it’s an experience-based, needs-driven, and learner-centered process.

At L&D School, we offer not just training sessions, but a new kind of learning experience — one that integrates technology, emotional intelligence, and a global perspective.

📩 For learning system consultations or to plan corporate training, contact us at: contact@ldschool.ge