How to Accommodate Them All and Boost Inclusion

When it comes to learning in the workplace, it is not a panacea.
You may have noticed this in the way employees interact with the training program – different people learn differently. Some people will lose interest in long lectures, while others will shine with interesting comments and questions. Some people always score low on written tests, but do well in real simulations. Others have no problem mastering theoretical concepts, but will encounter difficulties in practical applications.
What do all these different types of students have in common? Everyone wants to learn, and they should learn in a way that can use their strengths and help them progress.
In order to adapt to different learning styles at work, you first need to understand how your employees learn. What are the different ways of learning
There are many comings and goings in identifying the types of learning styles. This idea began to permeate in the 1970s. In 1987, school teacher Neil D. Fleming created the first VARK questionnaire to help identify student types. The main types of
learning styles are:
visual learners, who learn by consuming visual content such as videos.
auditory students, learning through listening (lectures, audiobooks, etc.).
Reading students need to read text to absorb information.
kinesthetic learners learn best through practice and hands-on learning.
Although these different learning methods can tell us a lot about how people communicate and absorb information, they are not static. As people grow, the type of learning will change or change. Also, different types of learning will be more important in different settings.
However, understanding how different learning styles attract or disengage students is critical to creating a successful employee training program.
Learning styles in the workplace-how to adapt to them
So, what does each of these different types of learners need from the employee training program? What is the best way to accommodate them? The following is a breakdown based on each learning type:
Visual learners
You’ve heard before: A picture is worth a thousand words. For visual learners, this couldn’t be more correct, they tend to forget what they read in textbooks when they don’t have pictures or graphics. They are likely to walk away during the long Zoom webinar without much happening.
In order to maintain the interest of visual learners, video content is the key. Use fascinating graphics and videos to create miniature learning lessons that allow students to capture and remember the main points of the lesson. Provide them with infographics instead of large text resources (so that you can illustrate the data in a more memorable way). But avoid head videos-these are actually best for auditory learners.
Auditory learners
For auditory learners, the best way to retain information is through sound. Auditory learners will often find a guided Zoom course very attractive, especially if the presenting SME is a confident public speaker. They are helped by a rich vocabulary, alliterations and rhymes and other nuances.
To accommodate auditory learners, guided courses are easy. However, because organizing guided training is not always profitable or useful for everyone, consider asking your SME to record a short video. Talking Head videos give auditory learners the vocal aspects they need, and they can watch as many times as they want. When it comes to additional resources, consider audiobooks and podcasts.
Reading Students
Today, we place great emphasis on video and audio when creating e-learning courses. Although the younger generation, millennials, and Gen Z employees like this diverse type of training content, there are still some people who prefer to learn through reading. Reading students are often overwhelmed when they have to watch videos or listen to podcasts to get the information they need.
Additionally, if you are in a multinational workplace, some employees may have a difficult time watching the video if the teacher does not speak their native language. To keep them interested, be sure to always include the transcript so they can easily navigate the text and focus on the key insights. Including captions in short microlearning videos is another good way to help readers read. Most importantly, captions, transcripts, and other written resources can help students with hearing difficulties.
Kinesthetic learners
is also called “tactile learners.” Kinesthetic learners struggle more in passive learning. This type of student must fully participate in learning; You must be able to create, practice and collaborate. Kinesthetic learners do well in the “learning by doing” setting.
To accommodate kinesthetic learners, include dialogue simulations and role-playing scenarios in your training plan. Also make sure to promote collaboration by assigning them team projects, and encourage them to ask questions in lecturer-led courses.
is just that: paying attention to these four different ways of learning in the workplace will ultimately help ensure the success of your employee training program.
Tips for creating an inclusive training plan
Your team may consist of at least a few people from each student category. In addition, everyone may have, and most likely, have more than one way of learning. For example, the same employee may prefer to read guides to understand the key features of the product, while videos or role-playing activities are more suitable for understanding how to use sales techniques.
Here are some tips to ensure that your training program is inclusive of a diverse workforce.
Invest in blended learning
Trying to adapt to the four different ways of learning in the workplace may seem like a meaningless learning, but the solution is simple. The best thing you can do is to use blended learning, also known as a technique that combines each of the four categories.
For example, a learning module may include a guided course (record, provide transcripts), microlearning videos with captions, infographics, reading materials, simulations, and

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