Is your technology training program equally effective for every learner in your firm? When preparing curricula and presentations, it's easy for trainers to to forget that classroom-style training doesn't work for everyone. In fact, the VARK model, a classification system for learning preferences, outlines four distinct categories of learner. To be effective, your training program should address the needs of each of them. Further, training should be provided in a setting—whether social or solitary—that maximizes each learner's retention.
Visual Learners
Visual learners learn best when information is presented visually: show them how to do it. A lecture with even the most engaging speaker in the world isn't going to be very effective for visual learners unless it includes some visual aids beyond bulleted lists. Podcasts are also not popular with visual learners.
Include graphics, charts, and screenshots in PowerPoint slides. When training on software, dig into the techniques covered, and demonstrate them live. Provide visual materials such as manual and quick-reference guides filled with step-by-step instructions and annotated screenshots.
Auditory Learners
Auditory learners learn best when information is presented orally. They want to hear how to do it. Written materials alone are ineffective at training auditory learners. They need audio along with the training materials. Podcasts are popular with auditory learners.
Offer live and recorded training that auditory learners can listen to. Auditory learners may also appreciate a visual to go along with the audio, but they do best when audio is included.
Reading/Writing Learners
Reading/writing learners learn best when they read the information and write it down. Think of them as copious notetakers, translating what is presented to them into phrases and ideas that capture the meaning for them.
Even the best demonstrative training will be ineffective unless it is accompanied by written materials and paced to allow for notetaking. Training cannot move too quickly to allow them to take notes or much of the content will be lost on them.
Offer training at a slower pace, giving trainees a chance to take notes. Provide written materials such as manual and quick reference guides as well.
Kinesthetic Learners
Kinesthetic learners learn best by doing. Merely watching a trainer go through the steps isn't enough for kinesthetic learners. Kinesthetic learners need to go through the steps themselves for training to be most effective.
Training with hands-on exercises work best for kinesthetic learners. Training must move at a slow-enough pace that they can follow along, repeating the steps on their computer. In-person training should offer the opportunity for them to bring their laptop. They'll do best in remote training if they have multiple monitors - allowing them to follow along on one screen while the trainer demonstrates on the other.
Social vs. Solitary Learning
An effective training program must also account for the needs of both social and solitary learners. Social learners thrive in group settings. Live group training or learning management systems that incorporate social features work well for them. They are energized by the group setting and are not afraid to speak up in front of others. They enjoy learning from others' questions.
Solitary learners, on-the-other-hand, prefer to learn on their own, either with one-on-one training or by working through materials by themselves. They may enjoy group webinars if the other trainees are muted, reducing the number of distractions. They are less likely to speak up in front of other trainees and most often reach out with questions after the training has ended.
By adjusting your next training session to address the needs of every learner in your organization, you'll improve engagement, optimize retention, and ensure that future training sessions are met with eagerness and optimism.
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