Effective learning is all about the right method! I previously addressed this topic of learning in my article „Upskilling – further training instead of replacement“.
We live in an era where it is becoming increasingly apparent that learning is a lifelong process. With so many opportunities for further training, it’s becoming increasingly difficult to find the right option – the range on offer seems limitless!
As an experienced HR professional, my clients often ask me: „How do I find the right option for me or my company?“ First, I help my clients figure out what they want to learn.
Next, we work together to define the right methodology. Unfortunately, the HOW is often neglected!
As a manager, it is important to understand what different learning styles of employees and how they prefer to engage with a topic. Why is this important? Of course, to ensure the greatest possible learning success!
Learning types are a great passion of mine. In my daily work, I like to refer to William Moulton Marston’s model. In his book „The Emotions of Normal People“, he describes his concept of four different behavioural styles. (Of course, one could now discuss what „normal“ people are. For this purpose of this article, I will assume that this refers to the average person who wishes to further their education).
So what do these behavioural styles have to do with learning behaviour?
Behavioural styles influence how we like to work and interact with each other in our daily lives. This naturally also has an impact on our learning behaviour too. It is therefore all the more important to recognise what we enjoy about learning and what we perceive as a burden.
So what are these four behavioural styles that are said to influence our learning?
According to Marsten, there are four types:
- The introvert:
Introverted, engages in internal monologue, prefers to retreat in order to reflect and recharge, thinks first and chooses words carefully. - The Extrovert:
Outwardly oriented, speaks to process thoughts and ideas, needs external communication to gain energy and develop new ideas. - The Task-oriented: Focused
on the task at hand, achieving and completing it is the most important thing, relationships with people tend to take a back seat. - People-oriented:
People and relationships with them are the most important thing, and this determines whether a task is completed.
Regardless of who said what, when and where, all theories are basically based on the same principles.
So, how do I find my way around the different types? What does this mean for me? Don’t worry – I’ll guide you through the process of finding a solution!
Answer the following questions:
„Do you like researching topics in advance and on your own in order to be well prepared?
“ „Do you need time and peace and quiet to get to know others better?
“ „Do you like to reflect on things for yourself before discussing them?
“ „Do you find interactive learning / improvisational theatre / group work stressful?“
☒ Did you answer YES to most of these questions?
➯ Then you are most likely an introvert.
» Do you need other people around you in order to learn?
» Are mutual exchange and reflection the basis for new ideas for you?
» Do you prefer input from others to help you solve a problem?
» Do you like being around people in order to take a break
? » Do you find it easy to make contact with „strangers“?
☒ Do you recognise yourself in these questions and find that you answer YES more often than not?
➯ Then you are more of an extrovert.
Now you know where you feel at home!
Of course, this is just one aspect of our personality! However, if we dig deeper, we find that other levels that influence our preferred learning behaviour.
Let’s take it a step further and see which of the following statements appeals to you more.
A) For me, the focus of collaboration is on the tasks at hand rather than on personal relationships with others, because completing or solving tasks is my highest priority.
B) For me, the focus of collaboration is on the tasks at hand and not on personal relationships with others, because completing or solving tasks is my highest priority.
C) In my opinion, personal interaction and a „fun atmosphere“ are less importance.
D) I really appreciate a focused approach to work.
☒ Do you already identify with these statements?
➯Then you can describe yourself as task-oriented.
E) I am often inspired by my instics and my relationships with others.
F) Understanding contexts and my contribution to them is important to me.
G) Liking someone is often more important to me than the task itself.
H) Because harmony in teamwork is immensely important, and fun should never be neglected.
☒ Do you agree with these statements?
➯ If so, you can describe yourself as people-oriented.
Now you have found your type combination of introverted, extroverted, work-oriented and people-oriented traits– what’s next?
As previously mentioned, life is a constant process of learning and developing new skills. It is now more important than ever to focus on the right methodology for each learning type. Now you know where you stand and where your employees fit in!
Here are my recommendations on how to efficiently upskill yourself and your employees with the right learning methods:
- Are you introverted and task-oriented? – If so, job enrichment is perfect for you. Why?
Because by taking on a specific additional task, you can acquire additional knowledge independently. - Do you enjoy a quiet environment and prefer to learn in a focused manner from one person? – In short: you are introverted and relationship-oriented!
You will have your greatest learning experience in peer coaching. With this option, you learn directly from a colleague through observation and targeted questioning. - If you are extroverted and task-oriented type, the job rotation learning style will suit you very well. Through a short-term
transfer to another department, you will acquire the necessary knowledge from (new) colleagues returning to your original job. - Do you enjoy meeting new people and learning together? If so, you are probably extroverted and relationship-oriented. The most suitable learning option for you will be the Working Out Loud Circle. Working together with colleagues towards a common goal, learning from each other and expanding your network through personal interaction sounds ideal, doesn’t it?
- Last but not least: mentoring is a learning method that can be used by all four learning types. Since it is a one-to-one relationship, mentoring appeals to both introverted and extroverted personalities. It can be used either to build relationships or simply to ensure that a task is completed in a focused manner. When set up correctly, it is therefore the perfect learning method for everyone.
My conclusion
Of course, the topic of personalities is, of course, much more complex than it is presented here. The level at which it is considered affects the variants and methods involved. I chose this model because I found it easy to understand and immediately applicable.
Anyone who uses this model to develop learning and development programmes is already taking the first step in the right direction.
This concept provides the perfect foundation for successful, sustainable learning. Methods tailored to different personalities encourage enthusiastic learning.
This increases the likelihood that what has been learned will not be forgotten again tomorrow. Already got a taste for it? Then roll up your sleeves and get started!