How Employers Can Support Different Learning Preferences

How Employers Can Support Different Learning Preferences 

It’s crucial to recognize that people process information in unique ways. There are many preferences and tendencies that can significantly impact how individuals process and retain information. 

Understanding and accommodating these different learning styles can significantly enhance training effectiveness, employee engagement, and overall productivity.

We know from the VARK model, developed by Neil Fleming and Colin Mills, that there are four primary types of learning styles: visual learners, auditory learners, read/write learners, and kinesthetic learners. 

However, what about individual preferences? If you’re like me, I prefer to receive a question/information, have time to consider, digest and process it, and then return with an answer I’m confident with. 

Let’s explore different learning preferences following the Soloman-Felder Model:  

Reflective vs. Impulsive Learners

  • Reflective Learners

These individuals prefer to process information thoroughly before responding or taking action. They often take time to think, reflect, and consider various perspectives.

Employer Tip: Provide ample time for reflection and consideration. Offer breaks or quiet moments for reflective learners to process the information. Encourage them to jot down their thoughts and questions before discussing them in a group.

  • Impulsive Learners

Impulsive learners tend to act quickly and respond immediately. They often prefer to learn through trial and error and may benefit from immediate feedback.

Employer Tip:  Incorporate interactive and hands-on activities that allow impulsive learners to engage immediately. Provide instant feedback mechanisms, such as quizzes or quick assessments, to keep them engaged.

Sequential vs. Global Learners

  • Sequential Learners

Sequential learners prefer to learn in a step-by-step manner, following a logical sequence. They break down complex information into smaller, manageable parts.

Employer Tip:  Structure training sessions with clear, sequential steps. Use checklists, flowcharts, and detailed instructions to guide sequential learners through the material.

  • Global Learners

Global learners see the big picture first and then fill in the details. They often understand concepts better when they see how the parts fit into the whole.

Employer Tip: Start with an overview or a broad introduction to the topic, then dive into the specifics. Use diagrams or mind maps to show how different components relate to each other.

Verbal vs. Nonverbal Communication

  • Verbal Communicators

These individuals prefer to communicate through words, either written or spoken. They often benefit from discussions, presentations, and written instructions.

Employer Tip:  Use verbal communication methods such as lectures, group discussions, and written handouts. Encourage verbal communicators to participate in role-playing exercises and presentations.

  • Nonverbal Communicators

Nonverbal communicators prefer to communicate through actions, expressions, and visual cues. They may benefit more from demonstrations, body language, and visual aids.

Employer Tip: Incorporate nonverbal communication elements like demonstrations, videos, and gestures. Use facial expressions and body language to convey important points.

Active vs. Passive Learners

  • Active Learners

Active learners engage actively with the material, often through hands-on activities or discussions. They prefer to be involved in the learning process.

Employer Tip:  Design training sessions with interactive elements such as group projects, role-playing, and hands-on exercises. Encourage active participation and feedback.

  • Passive Learners

Passive learners prefer to observe and absorb information before engaging. They may benefit from watching demonstrations or listening to lectures.

Employer Tip: Provide opportunities for passive learners to observe and listen before engaging. Use video tutorials, live demonstrations, and lectures followed by Q&A sessions.

So, the next time you’re planning a training session, remember to cater to the diverse ways your team processes information. By acknowledging and supporting these individual learning preferences, employers can create a more inclusive and effective learning environment. Whether it’s providing time for reflection, using sequential steps, or incorporating nonverbal communication, understanding these nuances can significantly enhance the learning experience for all employees.

 

Sources: Felder, Richard, and Barbara Soloman. “Understanding Your Learning Style.” Centre for Teaching Excellence, University of Waterloo, 2020, https://uwaterloo.ca/centre-for-teaching-excellence/catalogs/tip-sheets/understanding-your-learning-style.

“Examples of Learning Styles.” Reflective Practice, Victorian Government Education, 2007, https://www.education.vic.gov.au/documents/childhood/professionals/support/egsls.pdf. 

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