How do people learn ?
An obvious first question for anyone designing a training program. Here is some theory on different learning styles along with some suggestions as to how to apply it when designing training programs for your staff.
Kolb’s Learning Cycle:
David Kolb proposed that people progress round a cycle of (4) learning events, the starting point being determined by their own preferred style.
1. Concrete Experience
Many people like to learn by having a concrete experience, often with limited preparation. Example – how many people when faced with a new software will say: “Just let me try it myself”.
2. Observation & Reflection
Others learn by the watching someone else performing the task or reflecting on what they’ve seen. Using the software analogy, many people will ask “Would you show me how to do it before I try it myself?”
3. Search for Underlying Theory
Yet others will need to understand the underlying theory before attempting the task themselves. Back to the software: “Can you let me read the manual first, please?”
4. Active Experimentation
Finally, there are those who prefer practical experimentation to learn: “I wonder how it might help me to complete that task”.
While most people progress round all four stages of the cycle, we tend to spend more time at some stages, depending on our own preferred learning “style”. When designing training courses it is essential that you have a balance of these four areas to meet the preferred styles of all trainees. It is not so important which you start with, but more importantly to include them all and remember that one method will not fit everyone.