How to deal with different learning styles
Just as understanding different learning theories is crucial for shaping your training program, you also need to understand people's different learning styles. At least, that is what the majority of instructors think. 89% of teachers believe in matching instruction to a learner's preferred learning style. You would expect that would be a good thing, but there is no convincing scientific proof that matching instruction improves learning.
A frequently used distinction between learning styles is the VARK model. According to the VARK model, learners are identified by whether they have a preference for:
Visual learning (pictures, movies, diagrams)
Auditory learning (music, discussion, lectures)
Reading and writing (making lists, reading textbooks, taking notes)
Kinesthetic learning (movement, experiments, hands-on activities)
As appealing as a framework like VARK is — relatively easy to conceptualize and quick to assess — everyone engages in different modes of learning in various ways. The brain processes information in very complex and nuanced ways that can't be so simply generalized. So, if you shape your training material to a specific learning style, your learners are likely to miss learning opportunities. Instead, a general approach would be better. But then your program must be strong so that the need for personalizing disappears. In this regard, strong means that:
The learner feels involved.
The content is represented in multiple ways.
It stimulates action and expression from the learner.
The Universal Design for Learning is an approach that supports this way of thinking. It aims to meet the needs of every learner in a traditional classroom or online learning environment.
What are the implications for training?
In particular, learning theories can determine the design of your training and lessons. The theory is the basis of the curriculum, even though you may not even be aware of it. Do you think the repetition of facts is important in order to learn? Or do you see yourself more as a facilitator than an instructor? And do you favor a project-based approach? Consciously - but as said also unconsciously - you see these aspects reflected in your training and the way you teach.
And this has, of course, an effect on your learners. Imagine that you opt for a teaching method that emphasizes social and visual learning. Your learners will later feel more comfortable in a working environment where cooperation is paramount, and video presentations occur more often than reading dry paperwork.
What are the factors that influence learning?
Learning theory is at the heart of education. But basing your training on learning theories is not the only influence on how well someone learns. Other factors come into play, too.
Physiological factors
Sense-perception
Impairment to any of the senses makes learning more difficult. For instance, a blind person has more difficulty learning than a person without a visual impairment if they do not get the right tools.
Physical health
If you are not feeling well physically, you are not in a position to learn as well as you can. A sound mind is only possible in a sound body.
Fatigue
It is related to point two, physical health. If you are physically or mentally tired, you can't bring the best version of yourself. Fatigue can have several causes, such as being too busy, your diet isn't balanced, or you have studied too long.
Time of day
Research studies have shown that learning is most effective between 10:00 a.m. and 2:00 p.m. and from 4:00 p.m. to 10:00 p.m., when the brain is most receptive. On the other hand, the least effective learning time is between 4:00 a.m. and 7:00 a.m.
Nutrition
We shouldn't underestimate the effect of nutritious food. A healthy diet is responsible for efficient mental activity. Poor nutrition has the opposite effect. Alcohol, caffeine, and nicotine are known to affect the brain, and you should be aware of how they impact you.
Age
The evidence is irrefutable: as we age, our brain capacity declines. It is generally easier to learn at a younger age than at an older one. The greatest stagnation occurs from the age of 25 onwards.
Psychological factors
Mental health
Mental tension, complexes, conflicts, mental illnesses, and mental diseases hamper learning.
Motivation and interest
Motivation is key to learning. If you are motivated to learn, you can absorb information (and recall and apply it later). If you lack motivation, the knowledge and skills won't stick.
Positive reinforcement
Nothing is as addictive as success. If you experience success or get high praise from your teacher or instructor, it gives you wings. Sometimes, it can work the other way around. Evidence shows that elder children are more sensitive to reproof and blame than younger children are.
Environmental factors
Working conditions
Proper lighting, good ventilation, the right temperature, and humidity positively impact mental efficiency. Distractions of all sorts affect the power of concentration and, consequently, the efficiency of learning.
Organizational setup
The organizational setup entails, for instance, the school or training schedule. It should align with psychological principles and avoid fatigue and boredom. So, it would be helpful to train on difficult subjects at the best learning times. Also, a positive relationship between the instructor and the learner contributes to the learning outcome. If the learner trusts the trainer and is motivated, this will be reflected in the learning outcomes.
Methodology of instruction
Presentation
The way the learning/training material is presented is essential. It should be good-looking, organized, and graded to suit the mental level of the participant. Instructors should deliver it in a meaningful and interesting manner. The training material could be either offline (in books, syllabus) or online (in an LMS, webinar, or online presentation).
Learning by doing and timely testing
Repetition and practice are important for learning. Learners should be encouraged to apply what they have learned (by taking an exam to assess their knowledge level) or to learn through activity. It sticks better if you have a personal experience with the learning material. You can read how you should do CPR from a book, but practicing on a dummy is much more valuable.
How can you provide an effective learning experience?
As already described, many factors impact learning. As an instructor, you don't have an influence on all factors, but just a subset. So, focus on what you can influence.
Put time and effort into creating excellent training material
A famous expression is that ‘you get out what you put in’. This applies not only to food but to knowledge, too. Excellent training material is a prerequisite for great learning results. But what is excellent training material?
Challenging, but not too challenging
To keep everyone focused, the material should be a bit higher than the current knowledge and skill level, but not too high
It should build on prior knowledge, but not be repetitive. The level of the material should be challenging enough, but not too challenging. It’s a thin line. If the material is too easy, your learners don't feel motivated and don't put effort into it. On the other hand, if the level of the training is too high, learners get demotivated. To keep everyone focused, the material should be a bit higher than the current knowledge and skill level, but not too high.
Look and feel
Also, the look and feel of your material is important. If it is pleasing to the eye, it is pleasing for the brain too. Everyone prefers a book, paper, or online educational material with bright colors, images (or videos), clear font (size), spacing, and so on, because it is easy to read. Please note that color use in instructional material has proven to play an essential role in creating different emotional reactions and capturing learners' attention. For example, warm colors such as red, orange, and yellow have been recognized as ideal for increasing learners' attention and stimulating their active participation. And using a blue background increases the likelihood that the information delivered will be remembered.
Attention span
Finally, you need to consider your learners' attention span. They can't focus all day long. So, try to instruct the difficult subjects when learning is most effective and provide natural breaks during training. Make sure your online training tool warns participants when it is time to take a break or start using a tool that supports microlearning. According to many studies, the average adult has a maximum attention span of about 20 minutes.
Put time and effort into your relationship with your participants
Although it sounds superficial, it starts with respect for the instructor. If people like you, trust you, and you motivate them, they are willing to go the extra mile. Show your participants your interest, put time and effort into getting to know them, boost their self-esteem, and make sure they don't feel like a number but are safe and calm. It will pay off.
Put time and effort into creating a great atmosphere at your training location
It starts with controlling the lighting, good ventilation, the right temperature, and humidity. But you could also impact how you present your classroom. It should be inviting but not distracting.
Color use
Using yellow in your classroom will encourage your learners to be creative
Like the use of colors in instructional materials has proven to play an important role, the use of colors in a classroom has too. For example, green is associated with calmness, and black is associated with sadness. Using yellow in your classroom will encourage your learners to be creative and help you maintain their attention. So, suppose you host a training day about drawing and visual thinking. In that case, you can add yellow accents to your training location.
LMS
Nowadays, learning happens online a lot; you can have a positive impact on learning by choosing a tool, like an LMS, that supports distraction-free learning. The temptations when using an electronic device are great. Still, if the learning tool leaves no space for distraction, at least one obstacle has been taken care of. For example, distraction-free learning tools don't show a logo in the corner. Only the learning content is visible in warm colors and an easy-to-read font.
