While the topic of learning styles comes up most in academic settings, it also plays a significant role in the workforce. And leaders who understand their team members’ different learning styles can unlock untapped potential.
Not only that, but by taking the time to learn (and work with) your employees’ learning styles, you show them that you care about their development and growth, which can improve employee engagement and retention.
This newsletter will address different learning styles along with practical strategies leaders can use to uncover learning potential on their teams.
Understanding Different Learning Styles
To understand your employees’ learning styles, you must first know what to look for. Here is a list of the major learning styles, with quick examples of how they may present at work (I’ll go into more detail in a bit):
- Visual: maps, graphs, diagrams, charts
- Auditory: podcasts, lectures, webinars
- Kinesthetic: hands-on practice, building models, simulations
- Reading/Writing: reading textbooks, articles, research and taking notes
How to Determine Employee Learning Styles
There are two simple ways to find out your team members’ learning styles:
- Ask: This is an important starting point, as it’s very possible your team members already know their learning styles, and diving right into discovery-oriented exercises might feel to them like a waste of time and make them resistant to the whole process. Asking also invites self-reflection, which may prompt new realizations.
- Experiment: This approach can prompt discovery in a more hands-on approach. An employee who identifies as a reading/writing learner, for example, might discover that, after listening to a podcast episode recommended by a colleague, that they learn easily from that content format.
Adapting Communication Based on Different Learning Styles
A visual learner might struggle to grasp new concepts when listening to someone speak about them. Say you’re having a team meeting to introduce a new marketing strategy, detailed with specifics like social channels, scheduling, and metrics. A visual learner may benefit from additional materials—i.e., a handout that maps out concepts and plans or a short video (YouTube/Loom) that visually explains complex topics.
An auditory learner may be fine with learning new things in a team meeting. However, it may be helpful for them to have access to a recording so they can revisit it as needed. Further, if applicable, you can recommend a podcast, TedTalk, or lecture on the subject for those who prefer to learn through listening.
A kinesthetic learner may encounter more obstacles when it comes to learning at work, especially in an online work environment. But while they may not be able to have a fully tactile experience, they can still learn using their hands—i.e., building models and simulations. As a leader, you might encourage them to craft their own presentations to share with other team members, so they can learn by doing while also reinforcing learning for their teammates as well.
Finally, a reading/writing learner may benefit from articles or books on relevant topics. Leaders can empower these learners by recommending literature or encouraging them to do independent research, take notes, and share with the rest of the team. In the process, they may discover untapped resources that your whole organization can benefit from.
Important Considerations
By reading this guide, you’ve already started your journey of understanding different learning styles. But to effectively implement what you learn, here are some additional points to consider:
- Make learning part of the workday. When professional development is woven into the rhythm of the workday, it becomes a shared priority—not a personal chore. Respecting your team’s time by building learning into their paid hours shows that growth is valued, not optional. This simple shift strengthens engagement, supports well-being, and builds a culture where people stay and thrive.
- Leading different learners requires an ongoing commitment. Introducing the concept of learning styles without making the appropriate long-term changes can waste time and damage trust. When in doubt, ask for feedback on how team members wish to continue learning in their preferred style.
- Learning style isn’t the only factor influencing learning. For example, a visual learner with access to appropriate learning materials may still struggle due to variables like emotional distress or burnout. Pay close attention to how your work environment may impact learning and growth.
Conclusion
Remember, tapping into your team’s diverse learning styles requires an ongoing investment of time and energy. But it’s certainly worth the effort. By empowering continuous learning, you will help your team feel supported and heard.
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