Discover effective communication strategies for every learning style, from aural to solitary, and ensure your feedback is heard and effectively implemented in the workplace.
Wondering how to give feedback to your manager or a co-worker? As author Rich Simmonds wisely observed, "Communication is only effective when we communicate in a way that is meaningful to the recipient, not ourselves."
This principle holds especially true when handling difficult conversations in the workplace. Whether you're a manager guiding a direct report, an HR partner supporting a colleague, or a teammate sharing constructive input, the key is to adapt your approach to your recipient's unique learning style.
7 types of learners in the workplace
Understanding different learning styles can significantly improve how feedback is received and acted upon. Let’s explore the seven types of learners in the workplace and how to give feedback effectively to each one.
1. Aural learners
Aural learners excel when information is delivered through sound or music, making them more receptive to audio input. When providing feedback to aural learners, verbal communication in a one-on-one meeting or phone call is most effective.
Convey your thoughts clearly and warmly, and incorporate examples and anecdotes to engage them. Encourage them to echo your feedback or discuss their thoughts and reactions aloud.
2. Verbal learners
Spotting verbal learners is easy as they prefer reading materials to visual or auditory content and have a knack for using detailed language.
For verbal learners, provide detailed written feedback explaining the rationale behind your points. Encourage them to articulate their thoughts and questions, and use clear and precise language to avoid misunderstandings.
3. Visual learners
Visual learners prefer using images, pictures, colours, and maps to organise information. They often take detailed notes with diagrams and charts, and they prefer reading instructions rather than listening to them.
To deliver visual learners the feedback they need to succeed, provide written feedback with charts, diagrams, or infographics. Use visual aids in your meetings or presentations, and highlight key points with different colours to ensure clarity and retention.
4. Social learners
Social learners shine in group settings and really thrive when they’re working with others. They’re great at communicating and understanding different viewpoints, often looking for chances to interact with their colleagues.
If it fits, try having feedback sessions in a group setting. It’s a good idea to encourage a collaborative discussion where they can interact with others and get involved in peer reviews and group feedback activities.
5. Kinesthetic learners
Kinesthetic learners require hands-on activities and physical engagement for optimal learning. They favour tasks that involve movement and frequently use gestures when explaining concepts.
Wondering how to give feedback to these learners? Incorporate real-life scenarios or role-playing to make your points more tangible. Encourage them to take notes or draw diagrams, and give them the opportunity to experiment with new methods or approaches as part of the feedback process.
6. Logical learners
Logical learners rely on reasoning and logic to grasp complex systems and excel in tasks requiring analytical skills and data handling. They are often identified by their preference for structured environments and clear instructions.
When thinking about how to give feedback to logical learners, keep it clear and structured. Share data, stats, and evidence to support your points, and encourage them to ask questions and offer their own analysis.
7. Solitary learners
Solitary learners prefer to work alone and use self-study. They are introspective and independent, often setting their own goals and tracking their progress. Solitary learners work best in quiet environments with minimal distractions.
To give effective feedback to solitary learners, provide written feedback that they can review privately. Give them time to reflect on the feedback before discussing it and encourage setting personal goals and self-assessment
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