Last week, we discussed the three main styles of learning. To recap, they are:

1. Visual Learning: Absorbing information by visualizing it.

2. Auditory Learning: Absorbing information by hearing it.

3. Kinaesthetic Learning: Absorbing information through hands-on experience.

But how can you put that knowledge into practice? How can you cater to your workers’ different learning styles to help them better understand new concepts and processes? 

All you need to do is follow these three steps:

1. Identify Your Employees’ Learning Styles

Before you can effectively teach your workers, you will need to identify their preferred learning styles. You can do that by:

• Asking Them: Many people know their preferred learning style. Just ask. They’ll almost always be happy to tell you! 

• Monitoring Them: You can often identify a person’s preferred learning style by keeping an eye on them as they work.

• Having Them Take a Quiz: There are lots of quizzes online that can help you identify your workers’ preferred learning styles. I recommend this one from the Pennsylvania Higher Education Assistance Agency.

It’s generally best to use at least two of these methods to ensure your results are as accurate as possible.

2. Teach Your Workers in Their Preferred Style

Once you have identified your workers’ learning styles, you will next need to tailor your message to suit their preferences.

If your employees are visual learners, use graphs, videos, and PowerPoint presentations to help them understand new concepts.

If your workers are auditory learners, talk to them about new processes. Answer their questions. Provide them with mnemonic devices to help them recall key information.

If your team are kinaesthetic learners, provide them with real-world examples. Give them as much hands-on experience as you can. Simulators and test accounts are your friend here.

If your group is a healthy mix of all three learning styles, cover all of them in your message. For example, you could open with a video, give your employees some time to play with a simulator, and then open the floor for questions. (This is also helpful to reinforce peoples’ secondary or tertiary learning styles).

3. Confirm Your Team Understands Your Message

Even if you delivered your message perfectly, you should never assume your team understood every word of it. So, before you move on, you should take a moment to make sure it sunk in.

Don’t brow-beat them or quiz them too intensely, though. Just ask them a few questions that will allow them to demonstrate their knowledge of the new process or procedure.

If it seems like they’ve got it, great! You’ve successfully taught them a new concept!

If they still seem unsure, take some time to explain the process further. Use different approaches if necessary. They’ll get it eventually! 

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About The Author

Emily Sander is an ICF-certified leadership coach with more than 15 years of experience in the business world and the author of Hacking Executive Leadership. She’s been featured in several print publications, online articles, and podcasts, including CEO Today Magazine, Leading to Fulfillment, and Leadership Powered by Common Sense. 

Emily has a passion for helping business leaders reach their full potential. Go here to read her story from seasoned executive to knowledgeable coach. If you want to send Emily a quick message, then visit her contact page here.