What are learning styles?
Learning styles refer to the different ways in which individuals prefer to absorb, process, understand, and retain information. The concept of learning styles suggests that people have different approaches to learning, and tailoring training or education to these preferences can enhance the learning experience. While there are many models of learning styles, one of the most commonly referenced is the VARK model, which categorises learners into four primary types:
Visual learners: Prefer learning through images, diagrams, charts, and other visual aids.
Auditory learners: Learn best through listening to spoken information, such as lectures, discussions, or podcasts.
Reading/Writing learners: Prefer learning through reading texts and writing notes.
Kinesthetic learners: Learn best by doing and engaging in hands-on activities.
Although the validity of learning styles as a scientifically proven concept has been debated, many educators and L&D professionals use them as a tool to help diversify the way content is delivered, ensuring that different learners engage with the material in a way that resonates with them.
Why are learning styles relevant to L&D?
Understanding learning styles can be valuable for L&D professionals because it encourages the design of training programmes that accommodate different preferences. While no single learning style is superior, recognising that individuals may engage with material differently can help L&D teams create more inclusive and accessible training.
For example, in a blended learning environment, visual learners might benefit from infographics and videos, while kinesthetic learners might prefer interactive workshops or simulations. Tailoring training in this way helps ensure that all learners, regardless of their preferred style, are able to absorb and retain information effectively.
Incorporating a variety of learning methods within training programmes can also increase engagement and participation, ultimately leading to better learning outcomes and higher knowledge retention across the workforce.
Examples of learning styles in learning and development
Interactive E-Learning: An e-learning module on cybersecurity might include a mix of videos for visual learners, audio narration for auditory learners, interactive quizzes for kinesthetic learners, and written case studies for reading/writing learners. This ensures that the content appeals to a broad range of learning preferences.
Leadership Development Programme: A leadership course could incorporate role-playing exercises for kinesthetic learners, discussion groups for auditory learners, leadership models and frameworks presented as infographics for visual learners, and supplemental reading materials for reading/writing learners.
Product Training in Retail: For retail staff, product training might include hands-on demonstrations for kinesthetic learners, product manuals for reading/writing learners, instructional videos for visual learners, and team-based discussions to suit auditory learners.
Best practices for applying learning styles
Use a blended learning approach: Combining various formats, such as videos, written content, discussions, and hands-on activities, ensures that different learning styles are catered for in training programmes.
Avoid over-reliance on learning styles: While it’s helpful to be aware of different preferences, L&D professionals should focus on the learning objectives and ensure that all learners can achieve them, regardless of their preferred style.
Incorporate flexibility: Allow learners to engage with materials in a way that suits them. For example, offering both video content and reading materials gives learners the choice of how they prefer to consume information.
Evaluate learning outcomes: Use assessments and feedback to ensure that learners are retaining knowledge, and adjust the delivery of content if certain learning styles seem less effective for the given material.
Encourage self-awareness: Help learners understand their own preferences by offering different formats and encouraging them to choose what works best for their learning.
Benefits of recognising learning styles
Recognising learning styles can provide several benefits, including:
Increased engagement: Catering to different learning preferences can make training more engaging, helping learners connect with the material in a way that suits them.
Improved retention: Providing information in a variety of formats can improve knowledge retention, as learners are more likely to understand and remember the content if it aligns with their preferred style.
Inclusive training: Acknowledging different learning styles ensures that training is accessible to a wide range of learners, accommodating diverse needs and preferences.
Better learning outcomes: When learners are engaged and able to absorb information effectively, the overall success of the training programme improves.
Common challenges with learning styles
Overgeneralisation: One of the main criticisms of learning styles is that they can oversimplify how individuals learn. In reality, most people use a mix of learning strategies depending on the content or context.
Lack of scientific evidence: Some studies have questioned the validity of learning styles as a concept, suggesting that adapting teaching methods to individual preferences doesn’t necessarily improve learning outcomes.
Complexity in implementation: Designing training to cater to all learning styles can be time-consuming and resource-intensive, especially in large organisations with diverse learner populations.
Potential for disengagement: If training overemphasises one style at the expense of others, learners who don’t resonate with that approach may become disengaged.
What do learning styles mean for frontline teams?
For frontline teams, such as those in retail, healthcare, or customer service roles, the recognition of learning styles can enhance training by making it more accessible and relevant. In fast-paced environments where time for formal training may be limited, offering diverse formats such as video demonstrations, hands-on practice sessions, or written guides can ensure that all employees have the opportunity to learn effectively.
For example, in retail, product training might include hands-on product demonstrations (kinesthetic) alongside product manuals (reading/writing) and visual aids like product videos (visual learners). This flexibility ensures that employees can engage with the training in ways that best fit their roles and learning preferences.
How do learning styles support learning needs?
Recognising learning styles supports learning needs by ensuring that training is more personalised and adaptable. This approach helps cater to a diverse range of learners, allowing each individual to engage with the material in a way that maximises their ability to absorb and apply new skills or knowledge. By offering a variety of learning methods, L&D teams can ensure that different learning needs are met, leading to more effective training outcomes.
In practice, this could mean offering multiple formats for delivering content, providing opportunities for hands-on learning, or encouraging discussions and reflections to reinforce concepts. Ultimately, this approach ensures that training is inclusive and adaptable, benefiting both the learner and the organisation.
Learning Styles FAQs
Do learning styles actually improve learning outcomes?
While many educators believe that catering to different learning styles can enhance engagement and retention, research has shown mixed results. It’s generally more important to focus on the learning objectives and use a variety of methods to reach them.
How can I apply learning styles in my training programme?
Incorporate a range of learning formats, such as videos, hands-on activities, reading materials, and discussions, to appeal to different learning preferences. This will help create a more inclusive and engaging training experience.
Can a learner have more than one preferred learning style?
Yes, many individuals use a combination of learning styles, depending on the context and material. It’s important to provide flexibility and options in training to accommodate this diversity.
What is the most common learning style?
There isn’t one style that’s definitively more common than others. Preferences vary widely among individuals, and most people use a combination of styles rather than relying on just one.
Key takeaways
Learning styles describe the different ways individuals prefer to learn and process information, such as visual, auditory, reading/writing, and kinesthetic approaches.
Catering to different learning styles can increase engagement, improve retention, and create more inclusive training experiences.
Using a variety of learning methods ensures that training is accessible and relevant to a wide range of learners.
While learning styles can be helpful, they should not be overemphasised at the expense of effective learning outcomes.
Frontline teams benefit from training that offers diverse formats, such as hands-on demonstrations, visual aids, and written guides.
More info about learning styles
To learn more about how to create inclusive learning experiences, you might explore related terms like "blended learning" or "instructional design" in your organisation's glossary. Additionally, external resources like the VARK learning styles website offer further insights into how learning preferences can be applied in education and training.
