When we think about learning styles, we often associate them with childhood development. Tailoring school lessons to suit each child’s unique learning style is part of fostering an inclusive learning environment. However, it’s unrealistic to expect adults to grow out of their learning preferences - as such, work-based training could be made significantly more effective if learning styles and preferences are considered. Here are the seven learning styles and how to include them in your professional development programmes.

Visual
Visual learners absorb information better through visual mediums, such as pictures and films. If you’re a visual learner, you may favour visual assistance in the form of diagrams and charts due to the fact that they grab and hold your attention better than verbal instructions. Visual learners also benefit from taking notes and annotations and often struggle to understand and retain information conveyed through spoken word. You can tailor your training sessions and meetings to suit the needs of visual learners by incorporating PowerPoint presentations, hand-out sheets and playing instructional videos.

Auditory
Auditory learners are often considered the opposite of visual learners. While visual learners prefer written text and pictures and struggle with spoken instructions, auditory learners absorb information much more effectively by actively listening to teachers and facilitators. They may use spoken rhymes and mnemonics to help them remember vital concepts and solve problems through discussion. Make your training sessions accessible to auditory learners by speaking clearly and confidently, and explain your points in detail using correct pronunciation and grammar. Remember that many learners display one or more styles, so you may have several participants who are both visual and auditory learners.

Logical/Mathematical
Logical learners, also known as mathematical learners, make connections, recognise patterns and analyse cause-and-effect relationships. These learners depend on fact and logic to fully understand information and concepts, often excelling in areas like maths, physics and computer science. You can engage logical learners by breaking information down into steps and explaining each point in detail. Logical learners are also often particularly goal-oriented, so giving them plenty of puzzles and case studies during training sessions will ignite their interest and help them retain information.

Linguistic
Linguistic or verbal learners often overlap with auditory learners in that they absorb information more efficiently when information is conveyed verbally or in a written format. As the name suggests, linguistic learners understand concepts and solve problems using language. Like auditory learners, linguistic learners may find rhymes, mnemonics and acronyms helpful for retaining knowledge, although they also favour books, hand-outs, annotations and any form of written information. Use verbal teaching strategies and writing activities to keep linguistic learners engaged and encourage constructive discussion between team members.

Kinesthetic
Kinesthetic learning and experiential learning describe styles that involve physical connection. Kinesthetic and experiential learners prefer to participate in activities and demonstrations. This hands-on approach to learning may not be suitable for every workplace. Still, alternative training methods like theatre-based learning with lots of roleplay could be highly beneficial for kinesthetic learners. Where possible, try to make your sessions interactive and high-energy, approaching topics with creativity and innovation. Simply explaining concepts verbally or visually is generally not enough to stimulate kinesthetic learners, who require more stimulation than the average office environment provides.

Interpersonal
Interpersonal learners are often outgoing individuals who thrive on connecting and interacting with others. Interpersonal learners enjoy group work and team-building activities, preferring to solve problems as part of a collaborative effort rather than alone. They may also be highly empathetic and sensitive to the feelings and opinions of others. You can motivate interpersonal learners by including brainstorming, discussion and other group activities in your training sessions and meetings. Interpersonal learners are often described as extroverted and don’t work well alone, making collaborative workplace environments ideal for them to flourish professionally.

Intrapersonal
Intrapersonal learning is the opposite of interpersonal learning. While interpersonal learners thrive on human interaction and connecting with others, intrapersonal learners find absorbing information a lot easier and more accessible when they are alone. Intrapersonal learners are solitary individuals who find group work and collaboration challenging and often overwhelming. They may be interested in philosophy, psychology and other subjects that require careful thought and independent self-reflection. You can accommodate intrapersonal learners by providing them with solo tasks and one-on-one training sessions.

Research:
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