Learning Styles: Professionalism in the Workplace

Professionalism in the Workplace Just as students learn in different ways in the classroom, so do employees in the workplace. Different employees prefer different styles of learning -- some prefer information to be relayed in a systematic and logical approach, while others prefer a top-down, broad methodology. The challenge for the leader lies in understanding, and devising ways of accommodating the styles of each one of their employees so that information is passed across the organization in an effective manner.

In a classroom scenario, the instructor has to employ instruction methods that accommodate the learning styles of each of their learners, failure to which the process of communication breaks down and learning becomes ineffective (Vallely, 2008). In the same way, a leader has to take into account the learning preference of each employee, so that everyone, and not only those who share the same learning preferences, is able to learn from them.

The standard classification categorizes learners into three different types: Visual learners -- these learn best through visual representations of information; for instance, diagrams, pictures, and graphs (D'Amico & Gallaway, 2008). At the workplace, these are people who learn through watching/observing others. Auditory learners -- these are people who learn through listening (D'Amico & Gallaway, 2008). They love to make inquiries, weigh alternatives, and consult with others to obtain their perspectives and views. Kinesthetic learners -- these are people who learn through hands-on-training (D'Amico & Gallaway, 2008).

They prefer to learn by trying, conducting physical experiments, and manipulating objects to establish facts. Accommodating the Different Learning Styles in Employee Training Training is one of the ways through which employees learn. An effective training program is beneficial to both the employee and the organization. This section outlines how a leader can accommodate the three learning styles above to ensure a smooth and effective process of employee training.

The first step in understanding the learning styles of one's employees is determining the preferred style for each individual by having them fill out a learning questionnaire, which asks a series of questions relating to learning methods. Most organizations today make use of computer-based learning to offer training to their employees. Training sessions could be made more accommodative of employees' learning preferences by integrating an interactive model which best suits auditory and visual learners, and one made up of short sentences to the benefit of the kinesthetic learners.

An auditory learner, for instance, should be exposed to training methods that reinforce their reflective observational ability (D'Amico & Gallaway, 2008). Such a learner would do well in a position that gives them an opportunity to engage with customers, listen to them, and assess their needs. They ought, therefore, to be trained in skills that improve their understanding of customer needs and expectations.

The training material for such a learner, could, for instance, present interactive scenes of how an employee could better interact with a diverse range of customers to ensure their needs are met and customer satisfaction upheld. The visual learner, on the other hand, who is more focused on establishing and interpreting patterns, could be trained in skills that enable them to better explain phenomena in their own perspective, and develop patterns to illustrate the same (D'Amico & Gallaway, 2008).

Such an employee would, therefore, be better placed if trained in the sales department, as opposed to customer service. The kinesthetic learner, on the other hand, needs to be directed to understand the technicalities involved.