How do you learn best? Could You Make it Better?

Learning styles has been a hot topic for years in schools and universities. Whether kids are auditory, visual, read/write, or kinesthetic is a great topic to ensure they are learning in the way that works best for them. In more recent years it’s been a focus area in adult learning as well. Content developers are now working from learning objectives and creating learning that touches on each of the types. The thing is though (and here comes the unpopular opinion) it isn’t 100% necessary.

You see, most people have the ability to learn in a multitude of ways. Someone who is an auditory learner has the ability to learn from read/write or kinesthetic. Someone who really wants to learn by doing can certainly learn through reading or hearing instruction. It isn’t as though if we don’t hit the exact learning style of a person they are doomed to never learn. We know this to be true because people in all corners were learning well before all of the options were available to them or intentionally used.

What is more important than the style being utilized in teaching, is the way it is supported. Whether you’re seeing, listening, or doing, you need to have support to ask questions, challenge assumptions, or process material to get the full effect. You need at least one other person to share in your progress or give you feedback on how to improve as you go. Let’s take a look at some examples of learning at it’s best, and worst.

Learning the right way.

When I was a kid I remember always wanting to just try things. Sometimes I would listen to how it worked or what the plan was. I could care less what the instructions said or the steps you were supposed to follow. I just wanted to try.

When I was maybe 10 my dad bought a small grill. The kind that you buy to put on a picnic table or, in our case, set up in your boat. I don’t recall if he asked for my ‘help’ or if I declared I would build the grill but I vividly remember the two of us on the living room floor with grill pieces and parts spread all around us. He is wired a little like me, so we decided to just do it. Neither one of us bothered looking for an instruction sheet. I was happily adding screws and washers and he was encouraging me or suggesting different pieces to try. When I got to the next part of the grill I didn’t stop to understand it and just kept going.

Here was the turning point.

My dad stopped me and said this. If I was building that grill, I’d do exactly what you’re about to. Then we’d have to pull it apart. Do you want me to tell you? Or do you want to do it your way and pull it apart? I think about that question all the time. He offered support regardless of how I wanted to learn. Basically, I can give you the answer and teach you how to do it right, or if you want to learn it on your own, I’ll be here to help you put it back together. How awesome is that?

Learning the wrong way.

Now, let’s talk about a contrasting story. I was working on a project that had a lot of moving parts. There was effort put toward it in a variety of ways so there were half done resources like schedules, job aids, training plans, etc. There were communications that went out probably created more confusion than clarity. My job was essentially to clean it up. I had a limited timeframe so using some of the half-done stuff would be essential. But which ones? How do you get this project back on track?

I went to my supervisor and explained my plan for getting it organized and pushing out a draft. He agreed and I got to work. Then, about a month in, while I was giving a progress update he said I should organize it a different way. I was about done organizing it the way we agreed on so, while annoyed, it was fairly quick to reorganize because I’d already gone through it.

Then I shared my delivery plan. He again agreed without much feedback. I started to implement and a question came up that went to my supervisor. It was an easy enough question if you were close to the project, but he wasn’t able to answer it being a step removed. He suggested a meeting to discuss and better understand. I gave him a full update of what was already decided on, approved, and in progress to roll out. He told me leaders don’t like roll outs to go this way. Then he gave specific feedback on various aspects of the project that he never shared before.

Here’s the turning point on this on.

I went back and implemented the changes. To the extent I was able, given where we were in the project, I made every change he suggested. When I shared the progress and the new roll out date, he had more to say. He wanted to know why it took so much longer to roll out than I originally laid out. Why wasn’t he better informed throughout the life of the project to communicate on it?

I was learning all kinds of things during that project. I learned how to organize a half-done project (which is way harder than starting a new one) pivot quickly, and how to communicate changes to the group. It stuck with me just like the grill with my dad, but for a different reason. It was clear that even when I followed the plan, asked the questions, communicated clearly, I wasn’t going to get the support. My learning in this situation was entirely on me.

Learning at work does not need to be that way.

I know my work example was learning the ‘wrong’ way. It doesn’t have to be. There are plenty of situations where learning in that environment is healthy and supported. You could have space to process with your boss or mentor all of the things you’re learning and what you’re working on.

If you need more support though, you can create more community to support you through what you’re learning. Be it on the job or in your pursuit to learn more. Grab your friends and set a time to problem solve through different issues. Join an online community and do the same with some people who can start out as strangers and progress to friends. Make your learning a little more intentional by grabbing a good book and joining a book club with likeminded people to check in and discuss what you’re learning.

Does that last one sound good to you?

Starting in September we’ll be kicking off the first ever DevelopU Book Club. You already know I have a heart for development. (You must too, being a reader of this blog.) I designed the book club to be a low commitment on your end, both time and cost. We’ll read a different book each month to help us develop in our careers with consistent prompts to keep you on track, a Facebook community to offer connection where needed, and a virtual meet up to discuss. All aspects are optional and flexible depending on your level of need and availability to participate.

If you’ve been craving some growth in your professional life but aren’t able to set aside hours at a time for mentorship, courses, and seminars, this is your sign. Click the link to join us. I mean, go ahead and click it even if it’s just to check out this month’s book!