Learning Styles: 8 Essential Models

Professional training has a positive impact on employee engagement and helps businesses stay competitive. To provide optimal training, instructors need to consider the learning styles of their participants. The theory of learning styles suggests that individuals learn in different ways. Understanding these styles can help tailor training programs to better support learners. Let’s explore eight key models of learning styles that can be leveraged for personalized training.

1. VARK Model (Fleming)

The VARK model expands on the VAK framework by introducing a fourth category. Developed by Neil Fleming in 1978, the VARK model identifies four primary learning preferences:

• Visual learners: Prefer visual aids like charts, graphs, diagrams, and images.
• Auditory learners: Learn best through listening, such as lectures, discussions, or reading aloud.
• Reading/Writing learners: Prefer written instructions, articles, or note-taking.
• Kinesthetic learners: Thrive on hands-on experiences, practical activities, and role-playing.

By aligning training methods with these preferences, instructors can create a more engaging and effective learning experience.

2. Kolb’s Learning Cycle

David Kolb’s Learning Cycle suggests that learning occurs in a four-phase cycle:

1. Concrete experience: Engaging in a direct experience.
2. Reflective observation: Reflecting on the experience.
3. Abstract conceptualization: Developing theories or generalizations.
4. Active experimentation: Testing and applying ideas.

Kolb identified four learner types based on their preferred phases:

• Divergers: Enjoy concrete experiences and reflective observation. They are people-oriented and emotion-driven.
• Assimilators: Favor reflective observation and abstract conceptualization, excelling in theoretical models but less focused on practical application.
• Convergers: Prefer abstract conceptualization and active experimentation, emphasizing practical problem-solving.
• Accommodators: Thrive on concrete experiences and active experimentation, learning by doing and adapting.

Understanding these preferences can enhance training effectiveness.

3. Honey and Mumford Styles

According to Peter Honey and Alan Mumford, there are four learning styles:

• Activists: Enthusiastically dive into new experiences and challenges.
• Reflectors: Prefer to observe, gather information, and analyze before acting.
• Theorists: Analytical perfectionists who like to synthesize ideas and concepts.
• Pragmatists: Focus on practical applications and solving real-world problems.

Tailoring training activities to these styles can create a balanced and inclusive learning environment.

4. Felder-Silverman Model

This model highlights four dimensions of learning preferences:

• Active/Reflective: Active learners prefer group activities, while reflective learners work better individually.
• Sensing/Intuitive: Sensors focus on concrete information, while intuitives explore abstract and innovative ideas.
• Visual/Verbal: Visual learners benefit from diagrams and images, while verbal learners prefer written or spoken instructions.
• Sequential/Global: Sequential learners prefer logical steps, while global learners see the big picture first.

By considering these dimensions, instructors can adapt their teaching strategies to suit diverse learner needs.

5. Gardner’s Multiple Intelligences

Howard Gardner proposed eight types of intelligence, which reflect different ways people learn:

• Linguistic
• Logical-mathematical
• Spatial
• Musical
• Bodily-kinesthetic
• Interpersonal
• Intrapersonal
• Naturalistic

This theory emphasizes that education should account for diverse intelligences, offering a more holistic approach to learning.

6. Gregorc’s Learning Styles

Anthony Gregorc introduced a model describing how individuals process and organize information. He identified four learning styles:

• Concrete sequential: Prefers structured, practical methods.
• Abstract sequential: Excels in theoretical analysis.
• Concrete random: Thrives on hands-on experimentation.
• Abstract random: Values flexibility and emotional connections.

Gregorc’s framework is widely used in professional coaching and team-building contexts, helping individuals and teams optimize learning and collaboration.

7. Dunn and Dunn Model

This model outlines five dimensions influencing learning preferences:

• Environmental: Lighting, noise levels, and comfort.
• Emotional: Motivation and responsibility.
• Sociological: Preference for group or independent learning.
• Physiological: Time of day, mobility, and sensory preferences.
• Psychological: Analytical or global thinking styles.

Combining this model with others, such as Gardner’s intelligences, allows for highly personalized training programs.

8. VAK Approach (Visual-Auditory-Kinesthetic)

Taken from the VARK model, the VAK model categorizes learners into three sensory preferences:

• Visual learners: Learn through visual stimuli.
• Auditory learners: Excel when information is delivered orally.
• Kinesthetic learners: Benefit from hands-on activities.

While the VAK approach is widely used, it has faced criticism for its simplicity. However, it remains a helpful tool for tailoring teaching strategies, especially when combined with other models.

Understanding and applying learning styles is essential for creating effective, personalized training programs. By leveraging these models, educators, and trainers can optimize their methods to meet the diverse needs of learners, whether in academic settings or the workplace.