Learning styles and environments: the theory
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CloseRecognising your own learning style and the environment you work best in is key to your development.
Understanding how you like to learn will allow you to make the most of your learning opportunities. It will help you choose which type of professional development activity will suit you best and make the most of you and your charity’s resources.
Learning styles
We all have a different learning style which affects how we learn: some people like to know the theory behind something; some prefer to listen or be lectured to; others like to 'do' something to pick up a new skill.
Our learning styles also affect how we behave in meetings.
Recognising learning styles
It is really useful to know your preferred learning style. This helps you recognise the environment in which you learn best. But you can also experiment and try to expand your learning style, so that you can learn in other ways or environments.
It also helps to understand how and why other people respond in a particular way. Their learning style may be completely different to yours and whereas you may be grasping a new idea really easily, they are finding it difficult.
Learning style models
There are several models of learning styles. Have a look at the following sites:
- Kolb’s learning styles (Business Balls)
- Felder & Silverman’s index of learning styles (MindTools) - four dimensions of learning styles
- Visual, auditory, kinaesthetic styles (Business Balls) - take an online test to determine your preference
Learning environments
Learning does not only happen on training courses. There are many other ways to learn and environments in which you can gain knowledge.
A model of learning environments
Andrew Forrest, a consultant at the Centre for Charity Effectiveness has developed a model which explores where learning can take place
Description of the diagram
The model features four quadrants representing different kinds of learning environment, split by two axis: planned/unplanned learning environment and within the workplace/away from the workplace. The quadrants are therefore:
- planned, at the workplace
- unplanned, at the workplace
- planned, away from the workplace
- unplanned, away from the workplace.
What the model tells us
The most obvious place for learning is in quadrant 3 - a planned environment that is away from the workplace. An example of this would be on an external training course. But effective learners learn in all four quadrants.
The least obvious place for learning is in quadrant 4 - an unplanned environment away from the workplace. However, you might have a brainwave when going home on the bus – something just comes into your mind when you’re not thinking about it.
When this happens a good learner will capture the brainwave and apply it when back in the workplace (moving the learning into quadrant 1).
Informal learning
The model can be presented in another way, by replacing 'planned' and 'unplanned' with 'formal' and 'informal'. Gaining knowledge and new skills via KnowHow NonProfit is an example of informal learning.
Have your say
What effect does your natural learning preference have on the way you learn? How do you try to expand your learning style preferences?
Share your experiences on the Your professional development forum.
