How do you design L&D programs that cater to different learning styles and preferences?

Identify Styles: Use surveys to know preferences. 😊 #Understanding Customize Content: Offer videos, written materials, and interactive modules. 📚 #Customization Engage Senses: Include visuals, audio, and hands-on activities. 👀 #Engagement Encourage Collaboration: Facilitate group discussions and team projects. 👥 #Collaboration Flexibility: Provide self-paced modules and live webinars. ⏰ #Flexibility Feedback: Gather input for program refinement. 🔄 #Improvement Celebrate Successes: Recognize achievements to motivate. 🎉 #Motivation

Necesitamos al método científico como base para identificar los estilos de aprendizaje, entonces en los diagnósticos que hagamos hay que incluir variables educativas en relación al modelo cognitivo dominante en nuestros empleados. También recordemos que la adaptación de diferentes estrategias al contexto explícito de trabajo. Utilizar diversos métodos, además de permitir procesos de retroalimentación activa por parte de los trabajadores.

Blending different training formats and methods enriches the L&D experience, catering to individual learning preferences. For instance, combining interactive e-learning with hands-on workshops allows learners to engage with the material in varied ways. Encourage learners to take an active role in choosing their learning paths, which can increase engagement and retention of knowledge

Con los métodos de hoy, con personas con alto locus de control interno, es prudente utilizar métodos en línea y asincrónicos para respetar el ritmo de las personas. Usar métodos lúdicos y gamificación que aumentan el aprecio y reducen el estrés.

Applying universal design principles in L&D not only supports inclusivity but also enhances the learning experience for all. By offering materials in diverse formats and providing options for learners to interact with content, you create an environment where every learner can thrive. Remember, flexibility in how information is consumed and demonstrated by learners is key to accommodating a wide range of learning styles and preferences.

This is such an important step that many people forget about. If you say that you are an inclusive company, make sure that you are creating ways for everyone in your organization to learn. Don't get yourself and your company in hot water by not making reasonable accommodations for those who may need it.

La evaluación es fundamental, utilizar evaluaciones formativas y sumativas aportan miradas complementarias. Aquí puedes construir rubricas analíticas que permitan realizar retroalimentación puntual.

First things first, don’t try and cater to preferences. Reason being, preference change and the diversity in preference is so wide you’ll never get off the hamster wheel. Furthermore, people don’t learn differently even though they may enjoy different styles of content. Instead, focus relentlessly on what you want people to be able to demonstrate growth in and highlight different ways they can accomplish that. From there, offer a suite of resources along the way that fit into the working environment of the audience. Also, be okay with them not engaging with the content if they ultimately can demonstrate the intended outcome. If our desired goal is learning, we should be less focused on how they go about doing it.