Learn how to tailor your personal coaching to different adult learners and apply the top adult learning principles for coaching in your practice.

Emotions and beliefs significantly shape their learning experience. So, it's important to recognize that every adult learner brings a unique set of experiences and emotions to the table, and these can either propel or impede their learning. Creating a positive and supportive environment is fundamental. It's about ensuring they feel safe to express themselves, respected for their views, and valued as an individual. This type of environment encourages open dialogue and fosters a deeper level of engagement.

In my opinion. observation plays a key role too. Watch how they interact in different settings – it often reveals more than direct questions. When you do engage in conversation, prioritize open-ended questions. These encourage deeper reflection and provide insights beyond surface-level responses. Active listening is your most powerful tool. It's not just hearing their words, but understanding the emotions and thoughts behind them. This forms the foundation of trust, a critical element in any coaching relationship. Remember, it’s a two-way street. Your feedback, when framed constructively, fosters a growth mindset.

I bele3ive you should ask open ended questions to understand what their curiosities are, what they hope to grow at, and to what level they have a personal growth mindset as a measure to understand their point of view. You have to empower them to feel as though they are in control of the learning process. This will gain by-in and develop trust along the way. You can give feedback and suggestions to get them to see a particular point of view through guiding them, however allowing them to direct the process a little will go along way to breaking through the initial wall they may have up.

I think this is particularly impactful because it allows you to build scaffolds off of their prior knowledge and understanding of the subject. I think you job is primarily to help give them enough information to help connect the dots on their own. This will not only empower them, but also make them feel like they are a big part of the Learning process.

What are the top adult learning principles for personal coaching?

Personal coaching is a powerful way to help people achieve their goals, overcome challenges, and grow as individuals. However, not everyone learns the same way, and coaches need to understand how to tailor their approach to suit different adult learners. In this article, we will explore some of the top adult learning principles for personal coaching and how to apply them in your practice.

1 Know your learner

The first principle is to know your learner and their background, preferences, motivations, and goals. This will help you design a coaching plan that meets their needs, interests, and expectations. You can use various tools and techniques to assess your learner, such as surveys, interviews, observations, or assessments. You can also ask them open-ended questions, listen actively, and provide feedback to build rapport and trust.

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Kevin Box 🛡️

I help creators grow their personal brand and monetize on LinkedIn | Join my Growth Community (Ignite) to learn from the top LinkedIn Creators | Favikon 200 Global
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In my opinion. observation plays a key role too. Watch how they interact in different settings – it often reveals more than direct questions. When you do engage in conversation, prioritize open-ended questions. These encourage deeper reflection and provide insights beyond surface-level responses. Active listening is your most powerful tool. It's not just hearing their words, but understanding the emotions and thoughts behind them. This forms the foundation of trust, a critical element in any coaching relationship. Remember, it’s a two-way street. Your feedback, when framed constructively, fosters a growth mindset.

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2 Respect their autonomy

The second principle is to respect your learner's autonomy and self-direction. Adult learners are often motivated by intrinsic factors, such as personal growth, satisfaction, or curiosity. They also value having control over their own learning process and outcomes. Therefore, you should avoid imposing your own agenda or style on your learner, and instead, encourage them to set their own goals, choose their own methods, and evaluate their own progress. You can also support them by offering guidance, resources, and feedback when needed.

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Kevin Box 🛡️

I help creators grow their personal brand and monetize on LinkedIn | Join my Growth Community (Ignite) to learn from the top LinkedIn Creators | Favikon 200 Global
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I bele3ive you should ask open ended questions to understand what their curiosities are, what they hope to grow at, and to what level they have a personal growth mindset as a measure to understand their point of view. You have to empower them to feel as though they are in control of the learning process. This will gain by-in and develop trust along the way. You can give feedback and suggestions to get them to see a particular point of view through guiding them, however allowing them to direct the process a little will go along way to breaking through the initial wall they may have up.

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3 Link to their experience

The third principle is to link your coaching to your learner's prior experience and knowledge. Adult learners have a rich and diverse range of experiences that can serve as a source of learning and inspiration. They also tend to learn better when they can relate new information to what they already know or do. Therefore, you should acknowledge and value your learner's experience, and help them connect it to the coaching topic or goal. You can also use examples, stories, or analogies that are relevant and meaningful to your learner.

Add your perspective

Kevin Box 🛡️

I help creators grow their personal brand and monetize on LinkedIn | Join my Growth Community (Ignite) to learn from the top LinkedIn Creators | Favikon 200 Global
Report contribution
I think this is particularly impactful because it allows you to build scaffolds off of their prior knowledge and understanding of the subject. I think you job is primarily to help give them enough information to help connect the dots on their own. This will not only empower them, but also make them feel like they are a big part of the Learning process.

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4 Engage their emotions

The fourth principle is to engage your learner's emotions and attitudes. Adult learners are not only influenced by cognitive factors, but also by emotional and affective factors, such as feelings, beliefs, or values. These factors can either enhance or hinder their learning process and outcomes. Therefore, you should create a positive and supportive learning environment, where your learner feels safe, respected, and valued. You should also address any negative emotions or attitudes that may affect your learner, such as fear, anxiety, or resistance, and help them overcome them.

Add your perspective

Kevin Box 🛡️

I help creators grow their personal brand and monetize on LinkedIn | Join my Growth Community (Ignite) to learn from the top LinkedIn Creators | Favikon 200 Global
Report contribution
Emotions and beliefs significantly shape their learning experience. So, it's important to recognize that every adult learner brings a unique set of experiences and emotions to the table, and these can either propel or impede their learning. Creating a positive and supportive environment is fundamental. It's about ensuring they feel safe to express themselves, respected for their views, and valued as an individual. This type of environment encourages open dialogue and fosters a deeper level of engagement.

Like

5 Challenge their thinking

The fifth principle is to challenge your learner's thinking and assumptions. Adult learners are often exposed to different perspectives, opinions, and information that may conflict with their existing views or beliefs. They also need to develop critical thinking and problem-solving skills to cope with complex and changing situations. Therefore, you should encourage your learner to question, analyze, and evaluate their own and others' ideas, and to explore alternative solutions or approaches. You can also use techniques such as brainstorming, role-playing, or case studies to stimulate your learner's thinking.

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6 Support their transfer

The sixth principle is to support your learner's transfer and application of learning. Adult learners are often motivated by practical and immediate results, and they want to see how their learning can benefit them in their personal or professional lives. They also need to practice and reinforce their learning to make it stick and avoid forgetting. Therefore, you should help your learner apply their learning to real-life situations, and provide them with opportunities to practice, review, and reflect on their learning. You can also follow up with your learner, and provide them with feedback, support, or resources to sustain their learning.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the top adult learning principles for personal coaching?

1

2

3

4

5

6

7

1 Know your learner

2 Respect their autonomy

3 Link to their experience

4 Engage their emotions

5 Challenge their thinking

6 Support their transfer

7 Here’s what else to consider

Personal Coaching

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What are the top adult learning principles for personal coaching?

1

2

3

4

5

6

7

1 Know your learner

2 Respect their autonomy

3 Link to their experience

4 Engage their emotions

5 Challenge their thinking

6 Support their transfer

7 Here’s what else to consider

Personal Coaching

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