Maximizing the Impact of Workplace Learning:
Incorporating Multiple Learning Styles
Effective workplace learning and development programs are essential for building the skills and knowledge of employees, improving performance and increasing productivity. However, it’s important to recognize that different individuals have different learning styles and preferences. By understanding and catering to these various styles, we can create a more inclusive and effective learning environment. In this workshop, we will explore strategies for incorporating multiple learning styles into workplace learning and development programs.
- To understand the different learning styles and preferences of individuals
- To explore strategies for catering to multiple learning styles in workplace learning and development programs
- To gain practical skills for implementing these strategies in work settings
- Introduction to learning styles
- The VARK model of learning styles
- The Kolb learning style model
- The Honey and Mumford learning style questionnaire
- Strategies for catering to multiple learning styles in workplace learning and development programs
- Practical exercises for implementing these strategies
This workshop will be a mix of theoretical and practical elements. We will begin by introducing the concept of learning styles and exploring three different frameworks for understanding these styles: the VARK model, the Kolb model, and the Honey and Mumford questionnaire. We will then delve into strategies for catering to multiple learning styles in workplace learning and development programs, including the use of different teaching methods and assessments. To help participants gain practical skills, we will include exercises and case studies for implementing these strategies in work settings.
(included in Half-Day and Full Day sessions)
- The VARK model divides learning styles into four categories: visual, auditory, reading/writing, and kinesthetic. This model can be leveraged in work settings by providing employees with a variety of learning materials and activities that cater to their preferred style.
- The Kolb learning style model identifies four different learning styles: diverging, assimilating, converging, and accommodating. This model can be used in work settings to tailor training programs to the learning styles of individual employees or teams.
- The Honey and Mumford questionnaire measures an individual’s preference for learning through experience. This framework can be used in work settings to design hands-on learning activities that cater to the preferences of employees.
By the end of this session, participants will have gained a deeper understanding of the importance of incorporating multiple learning styles in workplace learning and development programs. They will also have the skills and knowledge to effectively implement strategies for catering to these styles in order to maximize the impact of their training programs.