Estimated reading time: 3 minutes
We’ve all probably run across at least one article or presentation that talks about three learning styles: visual, audio, and kinesthetic. I want to elaborate on them today and talk about why it’s important that learners understand their preferred learning styles. But, before we talk about the “why”, let’s add to the three learning styles.
- Visual learners like slides, videos, pictures, graphs, etc.
- Print learners enjoy texts and traditional paper/pen activities.
- Lectures, audiotapes, and recordings appeal to audio learners.
- Some learners enjoy listening to interactive discussions and Q&A sessions.
- Kinesthetic learning involves role plays, games, and activities.
- Tactile learning allows the learner to participate in hands-on activities or model building.
I realize these distinctions are subtle, but it really emphasizes the need for learners to understand the specifics of how they like to learn. I could see a learner saying that they enjoy audio … but they want discussion over lecture. Or a learner saying they like visual learning … but they prefer books over PowerPoint.
The other reason that learners need to understand their learning preferences is because sometimes it makes sense not to use your learning preference. A learner might enjoy print learning but the best way to learn the topic is via games (kinesthetic). Or a person with a preference for tactile learning might find it helpful to listen to a recording (audio) before doing a hands-on activity. Understanding your preferred learning style can help someone recognize when they need to do something they typically do not gravitate toward. Because if someone goes into a learning activity with the wrong mindset, it could influence the results.
This level of understanding can also help learners when they are making decisions about learning opportunities. An employee might want to propose learning something new to their manager. It helps to be able to say, “Here’s what I’d like to learn. And I believe this is the best way of doing it.” From a practicality standpoint, there’s a big difference between the cost of a book and a conference. So, knowing the best way to learn something can help with the proposal. Even when the proposal is expensive like going to a conference, the employee can show they’ve done the research, and this is the best option.
Conversely, when instructional designers are creating training, it’s important to look at the best way to teach the subject. Maybe even build into the training design an explanation of why the participants are learning something a particular way. For instance, in management development programs, it could make sense to share with participants that we’re going to discuss a topic like positive reinforcement and then everyone will have the chance to practice it. The discussion part is interactive then the practice part is kinesthetic. Another example would be an instructional designer could ask learners to read an article and come to the training session prepared to discuss. The reading part could be visual or print, and the discussion part is interactive.
There’s more than one way to learn something. Understanding the best way to learn the topic and how it relates to a learner’s preferred style can set the session up for success. And isn’t that the goal? Learning success.
Image captured by Sharlyn Lauby while exploring the streets of Lake Buena Vista, FL
