Within your business you may have many or just a few employees but it is highly likely that those employees with all learn in different ways and have different learning styles.
What’s the theory?
There are various learning style theories which have each sought to define learning styles in particular ways and establish learning style models. The most popular of these are set out below:
Kolb’s model of experiential learning sets out four different learning styles: Accommodating, Converging, Diverging and Assimilating.
Honey and Mumford took Kolb’s model on further and identified four styles assigning each a specific name so that learners effectively had a label to describe themselves, there are: Activist, Pragmatist, Reflector and Theorist.
Fleming also uses four words to describe the learning styles in his model which developed research originally carried out by educational psychologist Walter Barbe. Fleming’s styles of learning are Visual, Auditory, Reading/Writing and Kinesthetic, and this style is frequently referred to using the acronym VARK.
Jane Hart, on her website, Modern Workplace Learning, also puts forward a model using four elements that is based on her extensive research into the ways that people learn. Her model is called the 4 D’s of Learning which are: Discovery, Discourse, Doing and Didactics.
What’s the reality?
As with any academic research all of the above is open to scrutiny. Opinions which were valid at the point of the research are then changed over the course of time as learning has evolved in how it is delivered and how it is consumed. Some commentators believe that trying to pigeonhole people as only having one specific learning style is actually counterproductive and creates unnecessary limits in someone’s mind. It is eminently possible for people to learn in more than one way and so people should be open to new ways of learning even if they have been led to believe that those ways don’t work for them. The reality is that most learners are relatively flexible and so your staff will learn in a variety of ways. Employees will have a preferred style of learning, much like they will have a preferred style of communication, but that doesn’t mean that they can’t learn in other ways and gain benefit from that learning. The best training will cater for a mixture of all learning styles and will provide opportunities for employees to explore learning in a secure, comfortable environment which allows them to try new ways of learning.
How to deliver training to suit all learning styles
Although training is often delivered by external providers, internal training departments or training professionals in large organisations, a lot of training and learning happens in informal or semi-structured settings and it is important for employers to consider this and how they engage their staff in learning. Employers can create training and learning opportunities in lots of ways, some involve more time, effort, money and creativity than others but offering employees these chances to learn is hugely beneficial. Basic conversations or meetings to discuss a project or plan some work can be a great way for people to learn from each other. Different learning styles can be catered for in a simple discussion if you have a whiteboard or flipchart to make notes or draw diagrams, and for practical learners if the discussion involves technical aspects or products then have them on hand so that people can see and feel how something works. Learning remotely via webinars or training portals is accessible and again includes a variety of elements to suit different learning styles. E-learning allows participants to progress at their own pace, interact with other learners or tutors as and when needed and develop there learning in different ways such as reading guidance or watching video tutorials. On the job training also has a highly practical element but can be done with close guidance and supervision. The learner then has the opportunity to try things out, ask questions, make notes and if necessary watch someone else do the job first so that they can then model best practice. Training that is delivered in that way can be extremely effective and has a real life feel which people often fail to get in traditional classroom training and the mix of learning involved accommodates numerous learning styles and preferences.
When considering training, employers should start at that end result that they want the training to deliver. It is crucial to establish the training purpose and then work backwards to determine the most appropriate methods and interventions to use. If the training methods and interventions can build in practical and theoretical learning that provides for a broad spectrum of learners’ styles, then that learning will be powerful and effective and will help a business to grow and thrive.
Do you have any questions about todays blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out our blog on a similar topic Training Has Moved On
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
