Customizing Training for Different Learning Styles

Learning flourishes when students are exposed to a rich tapestry of strategies that activate different parts of the brain and heart. Beyond memorization and review, innovative approaches like peer teaching, role-playing, project-based learning, and multisensory exploration allow learners to engage deeply and authentically. For example, when students teach a concept to classmates, they strengthen their communication, metacognition, and confidence. Role-playing historical events or scientific processes builds empathy, critical thinking, and problem-solving. Project-based learning such as designing a community garden or creating a presentation fosters collaboration, creativity, and real-world application. Multisensory strategies like using manipulatives, visuals, movement, and sound especially benefit neurodiverse learners, enhancing retention, focus, and emotional connection to content. These methods don’t just improve academic outcomes they cultivate lifelong skills like adaptability, initiative, and resilience. When teachers intentionally layer strategies that match students’ strengths and needs, they create classrooms that are inclusive, dynamic, and deeply empowering. #LearningInEveryWay

🌱 Facilitating workshops that accommodate different #learning styles - what am I learning as a facilitator and trainer? 🌱 I'm slightly embarrassed to admit it, but I am a big fan of diagnostic tools. You know, the Myers Briggs / Four Seasons / SDIs / DISC type tools. Yes, they can be reductive and put complex humans in boxes (this human is in a ENTJ / Spring / Red box for those who are on the same wavelength :). BUT I also find them helpful in opening my eyes to other people's needs and preferences that I might not otherwise consider. Many of us (as facilitators, trainers, mangers etc) will have a bias to designing content and using methods that speak to our own preferences, and can forget that what works for us won't work for everyone. One of the diagnostics which has influenced my work as a facilitator and trainer is the Honey and Mumford's learning styles inventory which identifies four distinct learning styles: activist, pragmatist, reflector and theorist. For each of these styles. I have sought over the years to build in methods and activities to my workshops which meet all of the learning preferences these ''types'' have. A few brief examples are below! 💡 Pragmatists: for this group of people who have a preference for practical application to real life scenarios, I will often include case studies and try to provide lots of examples from real life application. I might also encourage them to come with a personal project or example they want to apply the learning to. 🙌 Activists: they learn best through doing, and almost never read the rules. For this group I will try and provide opportunities to dive in and try out a new tool, or practice a new facilitation method. 📈 Theorists: for this group understanding the theoretical underpinning is super important to learning. I try and make sure I share links to any relevant literature or background documents that help build context and explain the logic behind the work and activities we are doing. ✏ Reflector: this group needs time to process and reflect, often both individually and as a group. I'll try and share materials and the agenda / questions in advance so they can think ahead of time and make sure there is ''silent and solo'' time in the session to gather thoughts and make sense of what we're learning. Unsurprisingly (perhaps) these four styles also align with Kolb’s learning cycle (image below) - so even if you have a strong preference as one of the “types” of learners above, integrating activities that support participants through the full cycle is a helpful way of supporting and embedding learning. Now when I am designing workshops or events, I think less in terms of the individual types, and how I can build the full learning cycle in. I'm curious to hear how other trainers and facilitators think about accommodating different learning styles: what have you found works? And what doesn't? #facilitation #learning #cpd #training

(AI helps to accommodate) Different learning style. Teaching a new course this semester, and tried experimenting with creating different versions of each lecture: - Text (textbook chapter) for those who prefer to read - Video lecture for those who prefer to watch - Audio lecture for those who prefer to listen - Audio podcast --- same content, but in the form of an AI-generated podcast - Slides (deliberately detailed, can be read as notes) - Self-assessment quiz after each lecture - Additional readings for those who want to learn more. After creating 7 different types of resources/delivery methods for each of the first several lectures, I surveyed my students, asking: - Which of these do you use (from never to always)? - Which of these do you like (from not at all to love very much)? I hoped everyone loves one method and never uses other channels, in which case I can create only textbook chapters or only video lectures for the remaining topics to be covered in the course. Alas, the results are as mixed as they get. Some students love reading the textbook and never watch video lectures. Others always listen to audio lectures but never read the textbook. Some love self-assessment quizzes, others hate them. Some only look through the slides, others love additional readings. It takes an enormous amount of time to create seven versions of the same lecture, but I'll have to do it to accommodate every learning style of my students... ____ TIPS: 1. Create slides and record a video lecture, making sure you provide enough details on every diagram for those who are only listening. 2. Record a video lecture (MP4). 2. Render an audio-only version (MP3). 3. Extract the script of the lecture, and using AI create a book chapter. Best to start with creating a detailed outline, then writing each subsection separately. It will take many rounds of polishing and editing, but as long as you instruct AI to stick as close as possible to your original delivery style, the textbook chapter will be authentically yours, a textbook chapter of your video lecture recording. Add pictures from your slides. 4. Use NoteLM to generate a podcast version of your lecture based on the full transcript of your video lecture. Instruct AI not to miss any detail from your video lecture. You may have to edit it afterwards to ensure the content closely reflects your original lecture. 5. Using AI, generate self-assessment questions and the scoring key with a detailed explanation of each answer. Carefully review every question. I normally discard about 70% of the questions, and even those I keep, I usually have to edit to ensure a close fit with my original lecture. 6. The slides are mine, and the additional readings are my own collection. AI is not helpful with these yet.

Another incredible Tuesday in our Expert Talk Series with GLDC (Global Learning and Development Community)! Huge thanks to our brilliant speaker Shubhangii Ppendharkarr for an insightful session on the 3 Pillars of Learner Engagement. This wasn't just about interaction; it was a powerful reminder that true learning sparks the mind, heart, and actions of our learners! Here are some Key Takeaways to Elevate Your eLearning & Training Designs: 1. Cognitive Engagement (The Mind at Work): It's about sparking curiosity and deeper processing. How to Design for It: Dive into case studies, thought-provoking scenarios, and open-ended questions that make learners think critically. 2. Affective/ Emotional Engagement (The Heart in Learning): Building genuine personal relevance and emotional connection. How to Design for It: Master the art of storytelling, infuse humor, create relatable characters, and showcase real-life impact stories. 3. Behavioral Engagement (Learning in Action): Getting learners to actively do something. How to Design for It: Incorporate quizzes, simulations, gamified challenges, and hands-on activities. The Golden Rule: Engagement is NOT just interaction. Clicking through slides or passively watching videos doesn't guarantee learning. The magic happens when all three dimensions are activated simultaneously. The Payoff of Balanced Engagement? Higher course completion, better long-term knowledge retention, greater learner satisfaction, and a clearer ROI for your L&D initiatives! A massive thank you to everyone who joined, contributed to the vibrant discussion, and helped make our GLDC a hub of continuous learning! Missed this session? Don't miss the next one! Join our Global Learning & Development Community to stay ahead in L&D strategies and connect with peers worldwide. You can message me to join our growing linkedIn group in the region 😀 #LearnerEngagement #eLearningDesign #InstructionalDesign #LND #LearningAndDevelopment #CorporateTraining #HRCommunity #TrainingAndDevelopment #GLDC #ExpertTalkSeries #CognitiveEngagement #AffectiveEngagement #BehavioralEngagement #ROI #LearningStrategy #HumanResources #Upskilling #FutureOfWork

When you’re managing a global learning and development program, you quickly realize that people learn in all kinds of different ways. Add in varying personalities, cultures, and backgrounds, and you’ve got a lot to consider! The key to success is being thoughtful about these differences and finding ways to scale that meet people where they are. Here are three ways to make that happen: 1. Mix Up the Learning Styles 🎓 Everyone has their preferred way of learning—whether it’s watching videos, doing hands-on activities, or reading detailed guides. Offering a variety of formats (videos, interactive modules, etc.) gives everyone a chance to learn in the way that suits them best. For me, this looks like encouraging registration for all of our learning methods and not just on-demand or with an instructor. Books too! 2. Keep Cultural Differences in Mind 🌏 Culture impacts everything, including how we learn. Think about local customs, communication styles, and even language differences when creating content. The more relevant your program feels across regions, the more engaged your team will be. This can look like checking dates. For you know some places have Sunday - Thursday work weeks as opposed to Monday - Friday?! 3.Let People Personalize Their Learning 🔍 No two people have the same path. By offering self-paced courses and personalized learning journeys, you’re giving people the flexibility to focus on what matters most to them, making it easier to scale across a big, diverse audience. This was a big deal - especially rolling out artificial intelligence training. Everyone wants to learn it - but where an engineer starts isn’t where a project manager will. Running a global L&D program is all about understanding and embracing differences. When you take the time to make it inclusive and adaptable, that’s where the real magic happens. #LearningAndDevelopment #GlobalL&D #InclusiveLearning #ScalingWithDiversity

Are your learners even paying attention to your training? 🤔 The truth is, learning sticks best when learners are involved hands-on. When they get to actively participate rather than just absorb information, their retention and comprehension skyrocket. Engaging learners with activities where they can interact, test ideas, and even make mistakes allows them to connect theory with practice. This involvement brings the material to life, making learning meaningful and relevant. Looking for ways to bring in more hands-on engagement? Try these! ⬇️ 👉 Design Interactive Scenarios Create real-life situations where learners make decisions and experience outcomes. 👉 Add Knowledge Checks Use quizzes or quick polls to get learners thinking and responding throughout the course. 👉 Encourage Peer Collaboration Group work and discussions give learners a chance to explain ideas and learn from others. 👉 Offer Hands-On Challenges Set up projects that require applying skills in a practical way, like solving a work-related problem. Small changes can lead to big leaps in engagement. What’s your go-to hands-on activity for learners? ---------------------- Hi! I'm Elizabeth! 👋 💻 I specialize in eLearning development, where I create engaging courses that are designed to change the behavior of the learner to meet the needs of the organization. Follow me for more, and reach out if you need a high-quality innovative learning solution. 🤝 #InstructionalDesign #ActiveLearning #LearnerEngagement #eLearningTips #LXD #ProfessionalDevelopment #Training

If your learners "aren’t engaging"... Maybe it’s not them. Maybe it’s the design. Here’s what I’ve seen go wrong (and how we can fix it): ❌ Courses that push information but ignore application ❌ Assessments that test memory, not mastery ❌ Slides that talk at learners instead of involving them Here’s what works: ✅ Scenarios that mirror real decisions ✅ Micro-practice and spaced repetition ✅ Reflection prompts, branching paths, job aids ✅ Giving learners something to do, not just something to watch Your learners want to grow. Let’s make sure our designs help them get there. 💬 What’s one learner-centered strategy you swear by? #InstructionalDesign #LearningExperienceDesign #EdTech #AdultLearning #LXD #IDOLAcademy #LearnerCentered