Understanding Learning Styles

The first step in developing a realistic stress management plan is for people to know their personal tendencies. What works for them? What adds extra dis-stress? What is the most efficient way to approach things based upon how they learn and their personality. A learning style is a name for relatively consistent pattern of behavior showing how people learn or adapt to their environment. People are often a combination of more than one learning style, but one style usually predominates. Learning style is the way people prefer to learn. It does not have anything to do with how intelligent they are or what skills they have. There is no such thing as a “good” learning style or a “bad” learning style per se, and it is important for people to be aware of how their brain learns best in order to optimize their learning experiences.

Some environments cater more to one learning style than another. When this happens, people must know how to modify the situation to work best for them. Consider the last time you tried to learn a new computer program. Which method(s) work best for you: A) Reading the manual. B) Using the tutorial or just getting in and playing with it. C) Having someone tell you how to do it.

Another common example is getting directions. Do you find your way easiest by: A) Reading a map or written directions. B) You have to drive it to know how to get there or C) Having someone give you directions verbally (such as at a gas station). People who select “A” or “C” usually have a pretty good ability to visualize things in their head once they get the information. Their primary difference is the way the information is input--through their eyes or ears. People who select “B” are strong kinesthetic learners and benefit from actually doing things. There are three parts to the learning process: 1) cognition: how people acquire knowledge (seeing, hearing or doing), 2) conceptualization: how people process information (abstract, specific, memory pathways), and 3) affective: people’s motivation, decision-making styles, values and emotional preferences (how much does this information matter).

Learning styles (how people acquire knowledge can be conceptualized as auditory/hearing, visual/seeing, or kinesthetic/doing. . .

Tips for kinesthetic learners (learn by doing)

• Paraphrase and write-down important point as you read/talk/listen. (This is especially important if someone is trying to communicate something complicated)

• Manipulate the material through teaching or doing it whenever possible

• Use skits or acronyms to remember important ideas

• Volunteer to make posters or overheads for group presentations (or a training manual if you are learning a job)

• Manipulate the information by making multiple choice tests for yourself or applying it in different situations

• Try to relate it to something you already know how to do

Tips for auditory learners (learn by listening/hearing)

• Read your material out loud whenever possible

• Tape record your notes and listen to them while you drive, work Out etc.

• Try to partner with a visual learner if you need to borrow notes

• Listen attentively to lectures

• Try to block out extra auditory (verbal) interruptions.

• If possible, tape record the class so you do not have to worry about taking notes

• Discuss any material you are learning with a friend

Tips for visual learners: (learn by seeing/reading)

• When you read material, visualize it in your mind. Then, try to recite it from memory.

• Pay close attention to charts, graphs or diagrams and make your own

• You may find you “hear” better if people write you letters or memos

• Rewrite your notes in a format which is easy to visualize and learn such as: outlining, color coding, underlining...

• Take mental “pictures” of things that must be remembered

• Use flash cards to learn and test yourself

• Use visual memory tricks where possible: acronyms, “a friend is a friend to the end” is a way to remember how to spell the word friend