Learning Styles . . . An Incoherent Notion? What the Research Reveals

Dr. Jolly Holden’s view that learning styles are an incoherent notion, and finding what motivates learners is far more effective really resonated with me.

In his presentation he asserted, “The concept of learning styles in predicting learning outcomes is a commonly misunderstood concept when designing content. While the perception is people learn better when information is presented in their preferred learning style, current evidence has not confirmed this”. Visual/Auditory/Kinesetic (VAK) is not a style, but a modality. The bottom line is that  “humans are multi-sensory” in that the brain performs several activities at once when processing information. Learning (retention) is generally independent of the modality used to acquire whatever is learned.

Some misperception that the media used affects retention, often illustrated erroneously and incorrectly by the Cone of Experience, which is too general, doesn’t take into account individual learners and their motivations, the quality of the content, and is not backed by any sort of evidence based verification.

Learning styles provide no indication of what the student are capable of. What is most important is motivation, ideally intrinsic motivation. Don’t stereotype your students and limit them. Students can learn from something scrawled on a “greasy old paper bag” if they are motivated.

Gamification for Leadership Development - Adelle Dantzler, M.S.Ed

A game involves engaging in a challenge, defined by rules, that have a quantifiable outcome, with interactivity and feedback. Simple example – in 10 seconds, list 3 countries that begin with U.

Game mechanic elements – constructs of rules or methods designed for interaction with the game.

Gamification – motivation design. The use of game elements and game mechanics in a non-game context to engage learners and solve problems.

Recommends Karl Kapp’s two texts:

The Gamification of Learning and Instruction: Game-based Methods and Strategies for Training and Education

The Gamification of Learning and Instruction Fieldbook: Ideas into Practice

GAO had a customized, but off-the-shelf curriculum for leadership which focused on standard competencies – influence, team-building, coaching, integrity etc. They wanted to make it more practical and relevant for their leaders, with more relevant scenarios, reflection and action planning. Audience analysis revealed they didn’t want role-playing.

Virtual leadership curriculum that they developed:

  • 9 webinars

  • Before webinars learners do pre-course resource exploration and scenarios

  • No lecturing in the webinar. Goal of webinars was to:

o   Review scores

o   Delve into resources for rationale

o   Discuss application of principles to situations

o   Create action plan

  • Goal:  Relevance and usefulness

  • Biggest challenge was motivation – how to motivate them to learn about an abstract concept like “accountability”

  • Design instruction and game play elements together

    • Create player persona – motivation of learner, characteristics and desired behavior (audience analysis)

    • Really figure out desired behavior change

      • How can they use those principles in their work situations?

      • What is current behavior?

      • What is desired behavior?

      • What is the gap? (be specific, write it down, test your understanding with others).

    • Needs to be reflected in objectives

    • Build in Level 2 Kirkpatrick evaluation

“if there’s no linkage to the performance goal, it’s just fun” – always ask yourself “will using a game encourage the learner to interact with the content and achieve a learning goal?”

United States Distance Learning Association (USDLA) – Dr. Reggie Smith

Key takeaways from Dr. Smith’s presentation on the United States Distance Learning Association:

  • USDLA has been around from 1987.

  • Stakeholders includes those in Higher ed, K-12, home school, telehealth.

  • Many people think online education is just for kids, and only in rural areas.

  • Some tests show that “boomers” do better with distance learner than teenagers, perhaps since adult learners may pay more attention. So don’t generalize by age.

  • Distance learning includes a wide range of things,

Learning Engagement Platforms

One participant introduced the concept of a learning engagement platform – not an LMS that requires highly skilled administrators to create and update courses, which is usually quite time-consuming. I’d be curious to hear from somebody who actually saw an effective one in use. I truly believe that the highest level of mastery of a subject is to be able to teach it. However, I would worry about the quality, and also any possible viewpoint that the work of instructional designers can be easily replaced.

According to elearningindustry.com:

. .  . the Learning Engagement Platform is designed to allow anyone to create course material and launch a training course in a very short amount of time with little to no training because the LEP includes an integrated cloud-based authoring tool. We’re talking Operations Managers, Sales Reps, Front Of House Staff, and Chief Baristas: anyone in your organization who has expert knowledge will be given chance to share their knowledge and shine. Those best suited for creating these trainings will finally be empowered to do so, without being limited by the chain of command or time constraints of the past. . . . The LEP was created to be used in conjunction with an LMS, not instead of. Learning Engagement Platforms are designed to integrate with existing LMSs so that none of your existing content is gone to waste. The combination of the two will allow for your existing process to remain in place while enabling your internal Subject Matter Experts to begin initiating elective training simultaneously.