Education 101Education & Learning

3 Holistic Learning and Development Techniques for Adults

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Written by:
April Khan - Guest Contributor

Published | Updated on
8 min read
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Discover the benefits of taking a holistic approach to learning and development.

Traditional employee development programs are often perceived to consist solely of in-person training or e-learning. However, there's a different approach to adult learning that L&D professionals can take—holistic learning. This learning approach focuses on the combined nature of learning and life experience and focuses on offering different ways for learners to develop their knowledge and skills.

By understanding the principles of holistic learning and development, you’ll be able to design programs that optimize learning outcomes, promote personal growth, and enable adult learners to achieve their professional and personal goals.

Here's how you can develop a holistic approach to learning and development.

What is holistic learning?

Holistic learning is an approach to education that emphasizes the interconnectedness of concepts and areas of learning. It is based on the idea that learners best understand new concepts when placed in a meaningful context. Holistic learning experiences are designed to engage learners on multiple levels, including intellectually, emotionally, socially, and physically. This can help L&D professionals create effective learning experiences that are tailored to the needs of their learners.

Holistic learning can be contrasted with traditional, subject- or topic-centered approaches to learning and development, where each subject or topic is taught in isolation, and learners are expected to, often passively, memorize knowledge.

Holistic learning, on the other hand, integrates areas of learning and encourages learners to make connections between them. One of the key principles of holistic learning is that learners are not empty vessels to be filled with knowledge. Instead, they are seen as active participants in the learning process. This approach recognizes that learning is not limited to formal training, but encompasses the learner's entire experience, both in work and life. 

For example, an L&D program that takes a holistic approach could combine classroom training, on-the-job training, and mentoring to help employees develop a new skill. This approach would allow employees to learn the new skill in a variety of ways, and it would also help them to integrate the new skill into their work.

Benefits of holistic learning for adults

The benefits of holistic learning for children are well-researched. While there is a lack of recent research on the benefits of a holistic approach to learning and development in the workplace, many of the benefits found for children also apply to adults, including:

  • Fostering a deeper understanding: Holistic learning can foster a deeper understanding of the subject matter by encouraging learners to connect and integrate different concepts. For example, a holistic approach to employee onboarding programs could consist of a range of approaches, such as new hire orientation, job shadowing, mentoring, and structured training. These components would combine to help new employees gain a deep understanding of their new role and company, such as new hire orientation, job shadowing, mentoring, and ongoing training to ensure successful integration into the company.

  • Developing critical thinking: By challenging learners to think critically and analyze information, holistic learning can help adults develop strong problem-solving skills. In a workplace setting, holistic learning might involve case studies, simulations, and group discussions that encourage employees to apply their knowledge and solve real-world problems.

  • Encouraging creativity and innovation: Holistic learning encourages creativity and innovation by promoting open-ended thinking and allowing learners to explore multiple perspectives. This can be especially important in fostering a culture of innovation in the workplace, where employees are encouraged to come up with new ideas and solutions.

  • Greater engagement: Holistic learning can create engaging experiences that motivate learners and make the learning process enjoyable, leading to higher levels of participation and retention. Engaged employees are more productive and have higher job satisfaction, which ultimately benefits the organization.[2]

Different holistic learning techniques

One notable positive of holistic education is its wide application, allowing adult learners to connect with their chosen subjects in a variety of ways, including through:

1. Experiential learning

Experiential learning emphasizes hands-on activities, simulations, case studies, and real-world projects. It facilitates a deeper understanding of concepts and skills by allowing learners to apply their knowledge in practical scenarios.

2. Self-guided learning

Self-guided learning encourages adult learners to take ownership of their learning journey. This approach involves providing learners with the resources and materials they need to explore topics at their own pace and in their chosen manner — for example, you could provide employees with access to online courses, books, and articles on a particular topic, along with the flexibility to complete the learning at their own pace and in a way that works best for them. Learners could then be asked to present their learning to their peers.

3. Structured learning

Structured learning involves learners following a predetermined curriculum or syllabus, with clear learning objectives and assessment, for example through online courses on your LMS. This approach provides a systematic and organized framework for learners to acquire knowledge and skills.

How to create a holistic learning plan

Developing a holistic learning plan involves many of the same steps as planning any new learning and development program. You should:

  1. Assess your learners' skills and knowledge gaps in the area you want to create a holistic learning plan for. You could do this using self-evaluation, understanding a training needs analysis, and using 360-degree feedback tools.

  2. Define the objectives for your holistic learning plan. After assessing the knowledge gaps, you should define the goal and objective for your holistic learning plan. Consider what you want learners to be able to do or what knowledge you wish them to gain by taking part in the new holistic learning program. Of course, you should ensure that these align with the organization's needs and the overall strategic objectives of the organization's L&D function.

  3. Explore learning options. You should then explore the options and approaches that could form part of the holistic learning plan. For example, you may identify formal training, conferences and events, on-the-job learning, and opportunities for mentoring or coaching that you could incorporate into your new learning program.

  4. Consider how you will track learning. By its very nature, holistic learning involves a range of different learning activities and approaches, so it’s important to ensure you have a way to track employees' learning. For example, you could use gamification software to set 'quests' and goals for learners to complete.

  5. Plan opportunities for feedback. Remember that feedback is important no matter the holistic teaching or learning style, so be sure to develop a way to gain feedback from learners, so that you can identify where learners need supplemental support, and how your holistic learning program could be refined. A learning management system (LMS) can help you gather timely feedback from learners, facilitating a continuous improvement cycle.

Common challenges adults face when engaging in holistic learning

The shift from traditional learning to holistic learning can be challenging, especially for adults who are used to a more interactive teaching style. These learners find it hard to let go of previously established habits. Additionally, many adults simply cannot find the time to engage in holistic learning.

Some students have busy schedules that include work and family commitments, making it hard to dedicate time to learning independently. According to a recent Gartner survey, only 52% of employees report their organization provides the time to learn new skills during their typical working hours. In addition, 67% of learning and development executives identified “employees not making time for learning” as one of the top three challenges related to their organization’s learning culture.[1]

Technology literacy is another challenge that stands in the way of holistic learning. Adults who need help with technology may find it difficult to engage in holistic learning, especially if the program incorporates online resources or platforms.

Lastly, some adults find learning more effective when they have the support of a community or peers. Adults who thrive in a group setting may find it challenging to learn without support.

Many of these challenges are easily overcome when support and feedback are offered along with the holistic learning plan. These options may include forums, chat rooms, social media groups, or surveys. In addition, learning and development leaders should collaborate with management to ensure employees have the time to learn and create workflow-embedded learning strategies.[1]

Technology can help with adult holistic learning and development

Whether you're an educator looking to support inclusion or an institution that needs to foster collaboration, technology can help you provide the best holistic learning and development program for adult and non-traditional learners.

Here are a few examples of tools that can help you deliver this experience:

If none of these tools sounds quite right for your needs, explore other tools and read user reviews on Capterra to find the best fit.



Looking for Learning Management System software? Check out Capterra's list of the best Learning Management System software solutions.

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About the Author

Headshot of April Khan

April Khan is an experienced writer specializing in medical and marketing topics. As the owner of Gud Agency Inc., she published articles for companies including DropBox, NHS, and LG. Khan is educated in Media, Health Communications, and Healthcare Law.

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