Tips for Addressing Diverse Learning Styles

One size doesn't fit all when it comes to learning. Let's dive into personalized learning paths and how they empower our teams. As leaders, we recognize that each employee has unique strengths, preferences, and growth areas. Personalized learning paths allow us to tailor development experiences. Let’s look at 5 strategies for personalized learning: 1. #SkillsAssessment: Start by assessing individual skills. Use tools like competency frameworks or self-assessment surveys. Identify gaps and strengths. Imagine a marketing manager discovering a knack for data analytics during a skills assessment. We can then guide them toward relevant courses or workshops. 2. Customized content: Offer a buffet of learning resources. Some prefer bite-sized videos; others thrive on in-depth articles. Curate content that aligns with diverse learning styles. Imagine a visual learner immersing themselves in infographics about market trends while an analytical thinker dives into case studies. 3. #Microlearning modules: Break down topics into bite-sized chunks. Microlearning fits busy schedules and enhances retention. Imagine short modules on negotiation skills or time management. These snackable lessons can be consumed during coffee breaks or commutes. 4. Assign mentors and learning coaches: They guide employees, provide feedback, and celebrate milestones. A seasoned leader can help a junior manager navigate complex projects. Imagine a mentor sharing insights on stakeholder management or organizational change leadership. 5. Gamified challenges: Set challenges, quizzes, or simulations. Reward progress. Imagine a sales team competing in a product knowledge quiz—learning becomes fun! The top scorer gets a virtual high-five. Remember, agility isn't just about reacting swiftly; it's about learning, adapting, and thriving. #ContinuousLearning #IndividualDevelopment #LearningAndDevelopment

💡 Louisa Rosenheck writes: As the demand grows for #edtech solutions that are responsive to the needs of #neurodiverse students, #inclusive learning design offers a powerful way to deliver better experiences for all learners. Edtech solutions are inclusive for neurodiverse learners when: 1. They are open to multiple modes of expression. When a solution offers multiple ways students can express themselves—such as writing, drawing or verbal communication—it allows learners to express themselves in ways that work best for them. 2. They invite many ways of getting a question “right.” Programs and apps can go beyond setting one correct answer for each question and instead create an open-ended experience that encourages students to explore, experiment, ideate and share their creativity with others. 3. They allow flexibility in time.  Inclusive edtech solutions can allow educators to adjust or remove time limits. 4. They reduce sensory overload. Inclusive edtech solutions should let users reduce visual clutter and adjust sound levels, as well as break down a given task into smaller steps and allow learners to focus on one step at a time. 5. They celebrate everyone’s strengths and ways of thinking. An inclusive learning experience may allow for multiple different success criteria, thereby recognizing that different ways of thinking each have merit. 6. They provide multiple ways to engage with the activity. By offering a variety of ways students can engage with the experience—for example, through both independent and collaborative tasks—more students can find something in the experience that resonates with them. The goal of inclusive learning is not to create separate solutions for #neurodivergent and neurotypical learners but rather to develop solutions that can foster richer learning experiences for everyone. The Universal Design for Learning framework, which emphasizes multiple means of engagement, representation, action and expression to develop expert learners, is another useful tool in determining the inclusivity of an edtech solution. Inclusive design is crucial when considering how best to create positive learning experiences for learners of all types. When evaluating edtech solutions, administrators and educators should try to see the design of potential options through the lens of #inclusivity, because this aligns with what we know about making learning better for everyone. The design elements we’ve mentioned, which emphasize flexibility and customizability, lead to more open-ended learning experiences and higher-order thinking—which benefits not only neurodivergent learners but all learners. #accessibility #DisabilityInclusion #DisabilityServices #UniversalDesign Joan Green Kirsten Behling #neurodiversity

(AI helps to accommodate) Different learning style. Teaching a new course this semester, and tried experimenting with creating different versions of each lecture: - Text (textbook chapter) for those who prefer to read - Video lecture for those who prefer to watch - Audio lecture for those who prefer to listen - Audio podcast --- same content, but in the form of an AI-generated podcast - Slides (deliberately detailed, can be read as notes) - Self-assessment quiz after each lecture - Additional readings for those who want to learn more. After creating 7 different types of resources/delivery methods for each of the first several lectures, I surveyed my students, asking: - Which of these do you use (from never to always)? - Which of these do you like (from not at all to love very much)? I hoped everyone loves one method and never uses other channels, in which case I can create only textbook chapters or only video lectures for the remaining topics to be covered in the course. Alas, the results are as mixed as they get. Some students love reading the textbook and never watch video lectures. Others always listen to audio lectures but never read the textbook. Some love self-assessment quizzes, others hate them. Some only look through the slides, others love additional readings. It takes an enormous amount of time to create seven versions of the same lecture, but I'll have to do it to accommodate every learning style of my students... ____ TIPS: 1. Create slides and record a video lecture, making sure you provide enough details on every diagram for those who are only listening. 2. Record a video lecture (MP4). 2. Render an audio-only version (MP3). 3. Extract the script of the lecture, and using AI create a book chapter. Best to start with creating a detailed outline, then writing each subsection separately. It will take many rounds of polishing and editing, but as long as you instruct AI to stick as close as possible to your original delivery style, the textbook chapter will be authentically yours, a textbook chapter of your video lecture recording. Add pictures from your slides. 4. Use NoteLM to generate a podcast version of your lecture based on the full transcript of your video lecture. Instruct AI not to miss any detail from your video lecture. You may have to edit it afterwards to ensure the content closely reflects your original lecture. 5. Using AI, generate self-assessment questions and the scoring key with a detailed explanation of each answer. Carefully review every question. I normally discard about 70% of the questions, and even those I keep, I usually have to edit to ensure a close fit with my original lecture. 6. The slides are mine, and the additional readings are my own collection. AI is not helpful with these yet.

Last week I had the privilege & opportunity to attend The Champions Retreat hosted by BLAB US/Canada in Vancouver, BC. It was an inspiring and rejuvenating time for me. I left connected, curious, and inspired. It was also a reminder that professional development is a privilege and isn't afforded to all groups equally. Like other workplace systems and processes, there is an element of privilege that shows up in the access to professional development. Here are some strategies for creating inclusive professional development opportunities: 🏢 Have a process with clear guidelines for everyone at the org ⚖ Be transparent about budget, expectations, and outcomes  👩🏫 Offer professional development for all levels of staff including entry-level workers  ✍ Communicate professional development opportunities with your team frequently Support your team in becoming skilled, resilient, and knowledgeable. Feelings of belonging and inclusion happen through a collection of intentional actions. This can look like: 🏳️🌈 Using someone's correct pronouns  👀 Removing ableist language from your vocabulary  ❤️ Modeling vulnerability 💡 Implementing people’s ideas  😂 Having fun or laughing together (requires a relationship) 👄 Communicating in ways people understand  ☝ Giving clear and consistent directions and expectations  🤗 Give & receive feedback Team Building activities are a great way to practice creating belonging on your team.  Effective Team building can include: 💓 Introspection and journaling  👯♂️ Small group conversations  👨👩👧👧 Large group shareouts  🙏 Experiential learning (activities/games)  📺 Videos and podcasts 🙋♀️ Practical training  👐 Commitment  💝 Gratitude To design a truly equitable and inclusive environment, prioritize learning opportunities that cater to diverse learning styles. This benefits teams by: Accessibility: Everyone learns differently. By offering a variety of learning formats, you ensure everyone has equal access to knowledge and skill development. This might include written materials, video tutorials, hands-on workshops, group discussions, or one-on-one coaching – depending on the topic and individual preferences. Engagement: People who learn in their preferred style tend to be more engaged and retain information better. Offering diverse options keeps learning interesting and motivates individuals to actively participate in their development. Strengthens Teams: When team members learn in ways that resonate with them, they contribute their unique perspectives more effectively. Builds Confidence: Learning in your preferred style allows individuals to grasp concepts more easily and demonstrate their understanding effectively. This builds confidence and empowers team members to take on new challenges. By prioritizing diverse learning styles, we create an environment where everyone feels supported in their growth journey, leading to a more engaged, effective, and inclusive team.