Adult Learning

What happens when mentorship evolves to meet the needs of adult learners?

Today, mentorship is shifting from the traditional "sage on the stage" approach to a more dynamic, interactive model. This change isn't just about making learning more engaging—it's about empowering mentors and mentees to grow together.

Adults learn differently than children. They bring a wealth of experience and crave opportunities to apply new knowledge to real-world challenges. Mentors can unlock potential by creating environments where mentees actively participate, experiment, and grow.

Think about your own learning journey. Were you more engaged when told what to do or when you could actively explore and test ideas? Great mentorship isn’t about lecturing—it’s about co-creating a path for growth.

Three Keys to Engaging Adult Learners

To create impactful mentorships, focus on these essentials:

Autonomy: Adults thrive when they feel ownership of their learning. Give your mentee choices, encourage self-direction, and create space for experimentation.

Relevance: Connect mentorship to real-life goals. Align challenges with your mentee’s aspirations and ensure activities address their current needs.

Experience: Build on what your mentee already knows. Integrate their past experiences into discussions and projects to make learning more meaningful.

Adopting a model can guide and refine your mentorship approach. Consider these proven frameworks:

1. Center for Creative Leadership Assess, Challenge, Support Model:

Assess: Understand your mentee’s goals and abilities through feedback or self-assessment.

Challenge: Stretch their skills by assigning tasks outside their comfort zone.

Support: Provide encouragement, resources, and regular check-ins to navigate challenges.

Example: A mentor might assess a junior leader’s strengths, challenge them with a leadership role in a new setting, and support them with feedback and tools for success.

2. Senge & Goleman’s Triple Focus Approach:

Inner Focus: Cultivate self-awareness and emotional intelligence.

Outer Focus: Analyze how actions impact organizations and systems.

Other Focus: Foster empathy and social awareness to build better relationships.

Example: Help a mentee reflect on their values (inner focus), evaluate the broader impact of their work (outer focus), and improve team dynamics (other focus).

3. Mezirow’s Transformative Learning Theory:

Reflect: Challenge assumptions and encourage new perspectives.

Discourse: Facilitate meaningful conversations about alternative approaches.

Experience: Use real-world scenarios to deepen understanding.

Example: A mentor could help a mentee rethink their leadership style and apply new insights in real-life situations.

Call to Action

Mentorship is more than guidance—it’s about growth, connection, and transformation. Start by reflecting on your mentoring strategies. Are you meeting the unique needs of adult learners?

What’s your approach to mentorship?