Learning is a negotiated process between teacher and student; the teacher conveys essential information through structured lessons, the student absorbs and applies what is being taught. Both parties need to be involved in order to achieve anything. Learning requires two hands to clap! However, there are two factors that are excluded from this rudimentary model. Firstly, lesson or training plans are vehicles for transmitting information; how instructions are encoded matters just as much as the message itself. More importantly, each learner is inherently unique, with varied learning preferences.

The same sentiment applies to training or recruiting new staff (take note, human resources)! Both variables are inextricably intertwined. Neglect both, and you’re neglecting training efficiency. By identifying your audience through their learning styles, you can structure your training program to maximise their comprehensive understanding of it. Fundamentally, there is no definitive “one-size-fits-all” solution to training. Here we will cover four popular learning styles, and targeted techniques to accommodate each respective one.

Reading and Writing

Throughout history, reading and writing is a tried-and-tested model of communicating information. Naturally, introverted learners are more comfortable with receiving information via reading strings of text, where verbal correspondence between teacher and learner is kept to a minimum. While a lack of verbal engagement may seem contradictory to what we envision to be teaching/training, not all students are cut from the same cloth. It’s important to communicate in the way that best suits the student.

Passive Solution: Traditionally, reading/writing learning styles lend themselves to an independent learning model. A linearly structured program with clear, actionable criteria makes its objectives and expectations clear to the learner. Systemising the teaching process allows teachers to adopt a more “laissez-faire” stance, only offering guidance upon request.

To avoid miscommunications, each program should be written in plain language, avoiding any unnecessary embellishments. Written programs come in all shapes and sizes, such as instruction manuals, style-guides, spreadsheets etc. How your written content is packaged differs between trades; an accountant would use spreadsheets for organising numerical figures, while a journalist would rely upon a style-guide to avoid inconsistences in tone.

Active Solution: Sometimes, knowledge is embodied through experience. Written assignments, statements, or quizzes are exemplary ways to rigorously test learners and qualitatively determine the effectiveness of your lesson plans. Repeated exposure to one’s work responsibilities allows them to develop tacit understanding of it.

Kinaesthetic Learning Styles

Kinaesthetic learners enjoy physical, hands-on experiences. Only through tactile application can kinaesthetic learners develop an implicit, and unconscious understanding of their core duties; actions speak louder than words for Kinaesthetic learners, Active participation and engagement serve as the foundations for structuring a productive training program.

Passive Solution: Given the nature of this learning-style, passive solutions are not advised!

Active Solution: As discussed, Kinaesthetic learners crave a visceral experience. Throwing kinaesthetic learners into the deep end is arguably the best way to match their learning styles. By delegating real tasks, kinaesthetic learners are given an active opportunity to simulate the real experience, where practice makes perfect. If you’re training a Virtual Assistant, what better way to test their mettle than by assigning them work immediately? As per usual, a mentor should provide assistance, should trainees face ongoing difficulties. Most importantly, each allocated task should be more difficult than the last, allowing kinaesthetic learners to progress in their learning journey.  

Auditory Learning Styles

Hear me out! Funnily enough, that’s what an auditory learner would like to hear. Auditory learners prefer information that is transmitted through recordings or speech. Fundamentally, they prefer speaking first, and acting later. Verbalising their thoughts allows them to tangibly grasp the concepts they are discussing.

Passive Solution: Thanks to modern technology, training programs can be systemised and pre-recorded as modules or podcasts to be disseminated to trainees. Any discrepancies that can emerge in direct speech are averted, with recordings ensuring a consistent transmission of the intended message. As discussed earlier, the teaching process should still follow a defined pathway with explicit instructions.

Active Solution: Should you prefer the oratory practice of live speaking, engaging with a live audience of trainees heightens their awareness by forcing them to listen in the moment, increasing the amount of information they absorb. Speaking engagements such as lectures and workshops are exemplary ways to interact with auditory learners.

Visual Learning Styles

Seeing is believing! Cliches aside, visual learners prefer diagrammatic representations of what they are supposed to be learning. Maps, charts, graphs, or photos are useful visual aids for portraying the non-verbal subtleties that words or speech simply lack. Their eyes are most responsive to visual input.

Passive Solution: Static, visual representations of data are useful for disseminating unchanging instructions that do not require constant updating. Pictorial samples depicting how key tasks should be performed is one such example. Instruction manuals or reports should contain such complementary images to enhance their learning experience.

Active Solution: Live, visual demonstrations conducted by a trainer/teacher would offer deeper insights into any given task. Moreover, step-by-step demonstrations map out how tasks should be performed by trainees in a concise manner. As alluded to earlier, live re-enactments command more attention than passive modes of teaching. If strict adherence to standards is your number one priority, consider this your best solution.

Should time be limited…

If you’re working in Human Resources, it is safe to say that time is of the essence. From managing internal complaints to managing employee wages, “human resources” is a department constantly encumbered by an onslaught of ongoing tasks. Time is not on your side, and training new employees is another additional burden on your shoulders. As your company systemises its business services, how does one find and recruit the best-suited employees to fill in those gaps?

At Hippo Business Services, we help minimise the “training aspect” altogether! Through our unique S.O.S process, we screen and train virtual assistants through a mix of all above learning styles. We take on the difficult part out of hiring and training. Contact us today, and we’ll make your time worthwhile!