A Cornerstone of Success: Adapting Training to Diverse Learning Styles

Long gone are the days when teachers approached teaching in a singular way and students either learned it or didn’t. Pity the ones who couldn’t sit still, the ones who needed visuals to connect with their lessons, or the learners who excelled when they could put their hands on something in order to figure it out. Those students often got left behind and would need to find other ways of developing their skills.

Today, we’re fortunate to be able to teach the same concepts in a variety of ways. By embracing a wide range of dynamic learning styles, L&D initiatives can unleash the full potential of their workforce. The more learning styles you can reach, the more potential is unlocked.

The VARK Learning Styles & More

Back in 1992, Fleming and Mills suggested that there were four modalities and they used the acronym VARK: Visual, Aural, Read/Write, and Kinesthetic. It was an extension of VAK (Visual, Aural, Kinesthetic), first developed in the ’20s. These learning methods are sensory-based and reflect the predominant modalities used for learning information. While there is some overlap, they are distinct learning styles.

1. Visual Learning: Visual learners grasp information best through visual aids like charts, diagrams, and videos. Incorporate visually appealing materials into presentations and training modules, leveraging infographics, slideshows, and interactive videos to convey complex information effectively.
2. Auditory Learning: Auditory learners thrive on sound-based learning. Facilitate lectures, discussions, podcasts, and verbal instructions to engage this group. Offer audio recordings of training sessions and encourage dialogue-based learning opportunities to cater to their auditory preferences.
3. Read/Write Learning: Read/write learners prefer text-based content such as reports, articles, and written instructions. Provide detailed written documentation and digital resources to support their learning style. Incorporate reading-based exercises into training materials to enhance their engagement.
4. Kinesthetic Learning: Kinesthetic learners learn by doing. Integrate hands-on experiences, practical tasks, simulations, and interactive workshops into training initiatives. Encourage physical movement or tangible interactions to create an environment conducive to their learning style.

A Few Statistics

VARK suggests that about 50-70% of people have multiple learning style preferences.

A recent survey showed that 65% of people identify themselves as visual learners. The same study showed that auditory learners make up about 30% of the population. And approximately 5% of people consider themselves primarily kinesthetic learners.

A survey of 400 organizations found that 58% of them still use learning style assessments in their training programs.

Beyond VARK

Beyond the four well-known learning styles, there are a few additional styles that have emerged as learning becomes more nuanced.

• Logical: People in the logical category are adept at working through concepts in a systematic way. They recognize patterns quickly and enjoy tackling things like math equations or similar problems because that type of work employs steps, order, and logic.
• Social: Those in the social or interpersonal class tend to learn better and excel within a group environment. We all know this type of learner, and confuse them with being talkative or at home in a social setting. But this is an effective type of learning for many.
• Solitary: Solitary learners are the opposite of social learners. They are personally motivated, self-directed, and independent. They prefer to learn introspectively, pursuing individual tasks like reading and research.

How Do You Assess Learning Styles?

How do you determine an individual’s learning style? It is not as complicated as it might seem. There are a few simple ways:

• Questionnaires and Surveys: Two structured assessments—the VARK questionnaire and Kolb’s Learning Style Inventory—can provide insights into learning styles. L&D might also design its own survey based on the above learning styles. Other ways include:
• Self-Observation: Individuals can reflect on their own learning habits and identify which methods (visual aids, lectures, hands-on activities, reading) are most effective for them.
• Observation of Others: Educators can observe behavior and preferences in a learning environment to gain insights into learning styles.
• Formative Assessment: Formative assessments can provide ongoing feedback and inform teaching strategies based on students’ strengths and learning preferences.

On a side note, be careful not to pigeonhole learners too quickly, especially when they self-identify as a certain type of learner. Many may say they prefer a certain learning style, though that choice could differ from the learning style they actually excel. More than one assessment might be appropriate to be sure.

5 Ways L&D Can Adapt to Different Types of Learners

After you distinguish learning styles, you can cater your L&D concepts to your workforce in a variety of ways.

1. Multimodal Learning: This requires using a melange of styles, mixing visual, auditory, reading/writing, and kinesthetic approaches into your training. This multimodal approach ensures that everyone finds something to cling to and everyone is engaged in the learning.
2. Flexible Delivery: If you offer flexibility in how your L&D content is delivered, you have the best chance of reaching the widest number of learners. This requires providing the same learning materials in a choice of formats—written, visual, and audio—so that each learner can opt for the style best suited to them.
3. Interactive: Utilizing interactive learning experiences is a gratifying way to provide your workforce with learning opportunities. This can include group discussions, role-playing, and real-life applications of knowledge to actively engage people in critical learning scenarios.
4. Customizing Learning Paths: We spoke about learning paths in this space, and here it is particularly relevant. By personalizing learning paths, you enable employees to select aspects of training that align with their preferred learning styles.
5. Experiential Learning: A learn-by-doing culture incorporates problem-solving, group discussions, and on-the-job training. This approach accommodates different learning styles and at the same time, uses real-world scenarios to optimize learning. 

Benefits of Adapting L&D to Learning Styles

Designing flexible training programs—mixing eLearning modules, webinars, and traditional classroom-style sessions—that incorporate a variety of formats accomplishes many things. It improves retention, increases skill development, and creates an inclusive, collaborative environment where each person feels like a valued contributor.

Finally, adapting workplace training to diverse learning styles isn’t just beneficial, it’s essential for unlocking the full potential of your team. By embracing varied learning preferences and tailoring training initiatives, you’re investing in individual growth, you’re nurturing a flexible and adaptable workforce, and establishing a cornerstone for your company’s success.