What is Learning Style?

Learning Style is refers to a preferred way or mode of learning that an individual finds most effective or comfortable.

Summarise this post with:

What are the different learning styles in the workplace?

In the workplace, employees may have a combination of different learning styles, but some of the common ones are:

Visual learners: These employees prefer to learn through visual aids such as charts, graphs, diagrams, and videos.
Auditory learners: These employees prefer to learn through listening, such as lectures, podcasts, and audio recordings.
Reading/writing learners: These employees prefer to learn through reading and writing, such as text-based materials, articles, and books.
Kinesthetic learners: These employees prefer to learn through hands-on activities and experiments, such as role-playing, simulations, and lab experiments.
Self-directed learners: These employees prefer to learn by themselves, they are autonomous and they like to find information by themselves, they may not need a teacher or a trainer.
Collaborative learners: These employees prefer to learn in groups, they like to share ideas, brainstorm and learn from their peers.
Experiential learners: These employees learn best by doing and applying what they’ve learned in real-life situations, they tend to have a hands-on approach.
Reflective learners: These employees prefer to think about what they’ve learned and process the information before moving on to the next step.

It’s important for managers and trainers to be aware of different learning styles in the workplace and to provide a variety of learning opportunities to accommodate different styles. This can lead to more effective training and a better learning experience for employees. HBR’s learning and training research

Why are learning types important?

Improved learning experience: Understanding an individual’s learning style can help trainers and managers to create more effective training programs and provide a better learning experience for employees.
Increased retention: Employees are more likely to retain information if they learn in a way that aligns with their preferred learning style.
Better performance: When employees are able to learn in a way that suits their preferences, they are likely to perform better in their jobs.
Increased job satisfaction: When employees feel that they are learning and growing in their jobs, they are more likely to be satisfied with their work.
Greater flexibility: By understanding different learning styles, trainers and managers can offer a variety of training options to accommodate different preferences.
Greater efficiency: By using different methods to deliver training, trainers and managers can reach a greater number of employees and ensure that the training is more effective for all of them.
Customizable training: By understanding the different learning styles, trainers can create training that is tailored to the specific needs of the employees and make it more engaging and effective.

Overall, understanding and accommodating the different learning styles can help trainers and managers to create more effective training programs, provide a better learning experience for employees, and ultimately improve the overall performance of the organization. SHRM’s L&D methodology guidance

Understanding learning preferences helps L&D teams design more engaging training programs that accelerate skill development. Using pre-employment assessments alongside a structured hiring plan drives results. Strong talent acquisition focused on skills-based hiring improves outcomes.

Frequently asked questions

A learning style refers to a preferred way or mode of learning that an individual finds most effective or comfortable. Common frameworks such as VARK categorize learners as Visual (prefer diagrams and charts), Auditory (prefer listening and discussion), Reading/Writing (prefer text-based input), or Kinesthetic (prefer hands-on experience).

The scientific consensus is mixed to skeptical. While the VARK model and similar frameworks are widely used in corporate training, rigorous research has not consistently shown that matching instruction to a learner’s stated style improves learning outcomes. Critics argue that effective instruction uses multiple modalities regardless of learner preference.

While the ‘learning styles hypothesis’ (that you must match delivery to style) lacks strong evidence, there is value in: designing multimodal content that engages different senses, providing learner choice in how to engage with material, acknowledging that people have different engagement preferences, and avoiding monotone, single-mode delivery. Variety improves engagement even if it doesn’t match a fixed style.

Beyond VARK, common frameworks include: Kolb’s Experiential Learning Cycle (concrete experience → reflection → conceptualization → experimentation), Bloom’s Taxonomy (remembering → understanding → applying → analyzing → evaluating → creating), and the 70-20-10 model. These frameworks guide training design more effectively than trying to match individual style profiles.

Effective instructional designers consider: the nature of the skill being taught (physical skills require hands-on practice; conceptual knowledge benefits from explanation and application), audience experience level, available delivery modalities, time constraints, and engagement research. Offering multiple formats (video, reading, practice exercises, discussion) serves a wider range of learners.

HR should help managers understand: people do have different engagement preferences (some prefer self-directed reading; others prefer discussion), variety in coaching and feedback delivery is valuable, formal learning styles labels are less useful than observing what actually helps each individual learn, and the best development approach combines observation of what works with evidence-based L&D methods.