Despite their widespread use and popularity, learning styles have long been criticized for lacking scientific support. In fact, many experts argue that designing around learning styles not only wastes time and resources, but also undermines the credibility of learning and development (L&D) professionals. In this article, we will delve into the reasons behind the persistent belief in learning styles and discuss alternative approaches to designing for effective learning impact.
The concept of learning styles, also known as VARK (visual, auditory, reading/writing, and kinesthetic) theory, suggests that individuals have a preferred way of learning and retaining information. This theory has gained immense popularity in the education and training industry, with many organizations using it as the basis for designing their learning programs. However, despite its widespread use, there is little to no scientific evidence to support the idea that individuals have a dominant learning style or that designing for specific learning styles leads to better learning outcomes.
So why does the myth of learning styles persist? One reason is the lack of critical thinking and research in the field of L&D. Many professionals in this field tend to rely on popular trends and fads rather than evidence-based practices. This is further perpetuated by the marketing efforts of some learning and development companies who promote the use of learning styles as a way to sell their products and services.
Another reason for the persistence of the learning styles myth is the appeal of simplicity. It is much easier to categorize individuals into distinct learning styles and design learning programs accordingly, rather than taking into account the complex and multifaceted nature of learning. However, this oversimplification can be detrimental to the learning process as it ignores the fact that individuals have a range of preferences and abilities when it comes to learning.
Moreover, designing for specific learning styles can also limit the variety and flexibility of learning experiences. By focusing on one particular style, other important aspects of learning, such as critical thinking, problem-solving, and collaboration, may be neglected. This can lead to a one-size-fits-all approach to learning, which is not effective in today’s diverse and ever-changing workplace.
Continuing to design around learning styles not only wastes time and resources, but also undermines the credibility of L&D professionals. When organizations invest in learning programs based on learning styles, they expect to see tangible results. However, when these results are not achieved, it reflects poorly on the L&D team, who may be seen as ineffective or lacking in expertise. This can also lead to a lack of trust and support from stakeholders, making it difficult to implement future learning initiatives.
So what can L&D professionals do instead to design for real learning impact? The key is to focus on evidence-based practices and individual learning needs. Rather than relying on learning styles, it is important to understand the diverse needs and preferences of learners and design learning experiences that cater to these individual differences. This can be achieved through a variety of methods, such as conducting needs assessments, gathering feedback from learners, and incorporating different instructional strategies and activities.
It is also crucial to keep up with the latest research and trends in the field of learning and development. As professionals in this field, it is our responsibility to critically evaluate and question popular theories and practices, and to base our designs on solid evidence.
In addition, it is important to promote a growth mindset among learners. This means encouraging them to embrace challenges, learn from failures, and continuously develop their skills and abilities. By promoting a growth mindset, we can help learners become more adaptable and resilient, which is essential in today’s fast-paced and ever-changing work environment.
In conclusion, the myth of learning styles persists due to a lack of critical thinking, oversimplification, and marketing efforts. However, continuing to design around learning styles not only wastes time and resources, but also undermines the credibility of L&D professionals. Instead, we should focus on evidence-based practices and individual learning needs, and promote a growth mindset among learners. By doing so, we can design learning experiences that truly make an impact and help individuals reach their full potential.
This article was first published on eLearning Industry, a leading online community for eLearning professionals. It is our responsibility as L&D professionals to promote evidence-based practices and debunk popular myths in the field. Let’s work together to design learning experiences that truly make a difference and help individuals and organizations thrive.
