Types of Learners and Implementing Active Learning Strategies in Instructor-Led Training

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Learning Styles
A trainer should consider various learning styles when designing a learning activity. Visual learners are individuals who learn best by seeing information presented in a visual format, such as diagrams, videos, or charts. They have a strong preference for visual aids and enjoy using images and graphics to help them understand and retain information. A learning activity that would work best for visual learners within an organizational context is to use visual aids such as presentations, infographics, or flowcharts to convey information. For example, during a training session on a new company process, HR managers should use a PowerPoint presentation with diagrams and images to visually explain the steps involved. This would help the visual learners to easily understand and retain the information, leading to a more effective learning experience.
Comparatively, auditory learners mainly learn through hearing information that is verbally presented to them. To this end, auditory learners prefer listening to lectures, discussions, and verbal explanations. A learning activity that would work best for auditory learners within an organizational context is to conduct group discussions, presentations, or podcasts to convey information. For example, during a training session on effective communication, HR managers could conduct a group discussion where employees can exchange ideas and opinions about the topic. This would help the auditory learners to process and remember the information better, leading to a more effective learning experience.
Kinesthetic learners learn best by doing, moving, and interacting with their environment and tend to have a strong preference for hands-on activities and practical experience. A learning activity that would work best for kinesthetic learners within an organizational context is to conduct hands-on activities or simulations. For example, during a training session on team building, HR managers could organize team-building activities such as an escape room challenge or a scavenger hunt. This would provide the kinesthetic learners with an opportunity to actively engage in problem-solving and teamwork, leading to a more effective learning experience.
On the other hand, reading/writing learners have a strong preference for written materials and enjoy taking notes and summarizing information in written form. A learning activity designed for such a learner should provide written materials such as manuals, reports, or case studies. For example, during a training session on conflict resolution, HR managers could provide a case study with scenarios that employees can analyze and write their solutions to. This would provide the reading/writing learners with an opportunity to read, analyze and write their thoughts on the topic, leading to a more effective learning experience. Overall, the learning activity should be designed to align with the learning style of the learner.
Active Learning
Active learning is a teaching approach that involves engaging learners in hands-on, interactive activities to promote deep learning and critical thinking. Active learning strategies include group discussions, simulations, problem-solving activities, case studies, and role-playing exercises. The goal of active learning is to move beyond passive listening and memorization to create an active learning environment where learners are more engaged and involved in the learning process.
There are numerous advantages to implementing active learning strategies in instructor-led training. Active learning leads to increased knowledge retention, better critical thinking skills, and higher levels of engagement and motivation among learners. Active learning can also help learners to develop practical skills that they can apply in real-world settings. Research has shown that active learning can improve learning outcomes and enhance student satisfaction in a variety of educational contexts, including higher education and professional development. For example, a study by Dimoff and Kelloway found that the application of active learning strategies in workplace programs intended to promote mental health awareness led by organizational leaders enhanced the outcomes of the program significantly (4). Evidently, the use of active training programs significantly enhances information retention in learners.
Training Outline Document
Title
Negotiation Skills for Employees
Training Description
The proposed training program is designed to help employees develop essential negotiation skills. Negotiation is a critical skill in today's business world, and employees who possess these skills can achieve better outcomes in their work. The training program aims to provide participants with a fundamental understanding of the negotiation process and equip them with effective negotiation strategies and techniques.
Training Objectives
* Develop an understanding of the negotiation process
* Identify different types of negotiation scenarios and their characteristics
* Learn how to prepare for a negotiation
* Understand negotiation styles and their strengths and weaknesses