Making learning effective is always challenging. Hence, the need to know how our learners prefer to learn. Not everyone learns the same way! To optimise on training delivery, the approach to learning should be customised.
Peter Honey and Alan Mumford gave us 4 learning styles to make life simple. Their classification of learning styles is widely accepted and practical.
At a Glance
- Four learning preferences identified by Honey and Mumford: Activist, Reflector, Theorist, and Pragmaist. Each one stands for –
- Activists: go for experience and action
- Reflectors: observe and think before they act
- Theorist: seek logic, structure, and conceptual clarity
- Pragmatists : like to see how learning works in reality
- Intent is not to slot a learner into a certain stereotype, but to give them different ways to engage. This helps is understanding, practising, and applying what’s learned.
- A trainer can use this persceptive to create effective ‘Microlearning maps’ ( the blueprint of a lesson )
- MaxLearn’s capabilities reflect this by way of various learning assets you can use. It offers you host of features like Flashcards, quizzes/assessments, gamification, spaced repetition, retrieval practice and adaptive learning.
- The result: learning that’s engaging, relevant, personalised. Makes it easier to apply on the job.
Why Honey & Mumford Matters for Workplace Learning
- Employees engage with learning differently.
- Some prefer immediate involvement, while some prefer to observe and reflect.
- Some are driven by logic and conceptual structure, whereas some might want only practical application.
- The benefit for trainers is to learn how to apply different ways of learning to achieve the same learning outcome.
- Microlearning makes it possible to engage learners with different learning styles. This can be done using a variety of learning assets/formats and activities.
Being an adaptive microlearning platform, MaxLearn’s LMS aligns the content exposure on a real-time basis for each learner. Much depends on how the trainer draws the microlearning map, and the learning preference chosen. MaxLearn is equipped to support the choices made.
Honey and Mumford’s 4 Learning styles
Each of the 4 learning styles- activist, reflector, theorist and pragmatist reflects individual preferences.
| Honey & Mumford Learning Preference | How They Prefer to Learn | Approaches a Trainer Can Apply |
|---|---|---|
| Activist: Let me do it | Prefer new experiences, participation, experimentation and learning by doing | Team Challenges, gamified learning, adaptive quizzes, scenario-based Q&A, simulations, problem-solving activities, points, badges and leaderboards |
| Reflector: Let me think about it | Prefer observing, gathering information, considering different perspectives and reflecting before acting | Self-directed Learning Paths, Learning Cards, videos/podcasts/infographics, scenario review, assessments, Active Learning Feedback, and learning at one's own pace across devices |
| Theorist: Help me understand why | Prefer logic, structure, models, evidence and concepts that fit into a coherent framework | Structured Learning Paths, KLP-based Learning Cards, questions of graded difficulty, Goal Assignments, Certifications, logically organised topics and progressive learning from basic to more advanced understanding |
| Pragmatist: Show me how it works | Prefer practical application, demonstrations and opportunities to test whether an idea works | Scenario-based learning, job- and risk-specific Goal Assignments, simulations, how-to videos, quizzes/assessments, Learning Paths and practical workplace problem-solving |
A. Activist- hands-on
Traits, attitude and behaviors of an activist-
learn by doing, trial and error- “Don’t mind trying anything once”
believe in ‘act first and worry about consequences later’ approach
gets involved in new experiences and challenges
open-minded, enthusiastic, not sceptical\gets bored with implementation and longer-term consolidationgregarious, attention-seeking
B. Reflector– tell me
Traits, attitude and behaviors of a reflector-
- likes a briefing before taking action; maintain a low profile
- think, ponder and exercise caution; good listeners and data-driven
- view various angles of what happened; don’t rush into taking rash decisions
- can postpone taking decisions or reaching conclusions
- tend to take a back seat; remain slightly distant during discussions
- their actions include the big picture and future repercussions
C. Theorist – convince me
Traits, attitude and behaviors of a theorist-
- perfectionists who learn through clarity of argument; ‘logic is good’ mentality
- they think in a detached, analytical manner; make basic assumptions, principles and models
- analyse, synthesize and theorize problems/actions
- make objective judgements; check if a theory makes sense
- go with a certain ‘mental set’, and rigidly reject things that don’t fit into it
- prefer to maximize certainty; don’t like subjective judgements or lateral thinking
D. Pragmatist – show me
- go with a ‘whatever works is good’ and ‘let’s try out a better way’ approach
- like demonstration of tasks/activities through application
- problems and opportunities pose a ‘challenge’ to them
- like trying out new ideas, theories and techniques, and verifying if they work!
- tend to be cautious, thoughtful, practical and down-to-earth
- listen and learn by observing and thinking
- get impatient with excessive mulling-over and open-ended discussions
How to Use the Concept
The classification makes it easy for us to build our microlearning map or content as per our learner type. Else, you could offer a choice to the learner to pick the style he/she is comfortable with. Given below is the general classification, because all kinds of people are found in every industry or role.
- ‘Activists’ tend to be fast-paced learners. Microlearning angle-
- They are more open to gaming or interactive activities, where learning is accomplished ‘by doing’.
- Content can make them think deeply, get them to concentrate on it, and allow them to take on challenges.
- Training for them can comprise interactions and activities, viz. brainstorming, problem-solving, puzzles, competitions and role-plays!
- For an ‘Activist‘ learner who is in the hospitality, customer service, food services or event management role, there is a need for quicker decision-making capabilities. Too much theory or heavy content doesn’t work for them. Demonstrating how to do things works well!
- ‘Reflectors’ can be engaged in information gathering, and analysis activities so that they can arrive at their own conclusion. Give them opportunities to reflect. You can use training activities like games, interactions or assessments, and solitary work which they can do at their own pace. Training activities for them could include paired discussions, self-analysis, questionnaires, time out, observation, feedback, coaching, interviews etc. Microlearning angle-
- A ‘Reflector’ manager in a healthcare setting can be thoughtful and data-driven towards learning. They excel by gathering and analysing information.
- Microlearning content with reflective assessments, scenarios, and videos of best practices works well.
- This gives such a learner enough time to see/interact with the microlearning content and reflect on it without being overwhelmed.
‘Theorists’ love stories, models, quotes, background information. Their learning activities and design must help them establish a link between all the activities, help them think through activities and allow them to explore the implications of what’s being taught. You must satisfy their intrinsic need for more information and help them arrive at their models for better clarity. A structured training framework works best for them. They must be allowed to question and debate. Activities that entice them include models, statistics, stories, quotes, background information and application of theories. Microlearning angle-
- A ‘Theorist’ IT professional involved in software programming or coding may prefer to understand the logic of things being learned.
- A methodical and structured microlearning works best for such a learner where case studies, stories, problem-solving exercises/assessments/flashcards can be used effectively.
- ‘Pragmatists’ are disciplined learners, and easier to motivate since they love to try out new ideas. They don’t like ‘abstract theories’, so, we can give them ‘techniques that work’ in real-life situations. They are a good audience for gaming and interaction-based activities in eLearning and microlearning modules. Give them an interactive learning format full of role-plays, case studies, problem-solving, discussions etc., and watch them thrive. Microlearning angle-
- For a ‘Pragmatist’ project manager or a field engineer, actionable learning works best.
- Microlearning content could be task-based or comprise of ‘explainer videos’ titled ‘how to…’ with details of a certain task/function/process or decision-making simulations as per one’s learning goal, learning gaps, role- and risk profiles.
- Such learners love role-plays, discussions, and step-by-step instructions with actionable guidance.
- ‘Pragmatists’ are disciplined learners, and easier to motivate since they love to try out new ideas. They don’t like ‘abstract theories’, so, we can give them ‘techniques that work’ in real-life situations. They are a good audience for gaming and interaction-based activities in eLearning and microlearning modules. Give them an interactive learning format full of role-plays, case studies, problem-solving, discussions etc., and watch them thrive. Microlearning angle-
Honey and Mumford give trainers a framework on ‘how learners engage with learning’.
You can administer a Honey and Mumford construct-based questionnaire to know the learning style preferences of your learners.
Using Honey & Mumford to Create Your Microlearning Map
A microlearning map is your lesson’s blueprint. This is where a trainer gets to decide what a microlearning lesson should achieve. Plus, the way content needs to be presented.
Honey and Mumford’s concept is useful here.
As a trainer, you know your audience, their roles, learning needs and potential learning preferences. With that know how, you can use the four learning styles for your lesson:
- Activists: Build in challenges, simulations, problem-solving activities, gamification or Team Challenges.
- Reflectors: Provide Learning Cards, scenarios, videos and opportunities to review information before responding.
- Theorists: Use a structured Learning Path, logical progression, explanations/questions with graded level of difficulty.
- Pragmatists: Build real-life scenarios, demonstrations, how-to (explainer) videos and problem-solving exercises.
The trainer can make this choice while creating a microlearning map.
The trainer knows the audience, and the knowledge of Honey and Mumford helps you with a clearer perspective in creating the lesson design.
The microlearning map format can then be used more effectively to define:
- Task: What a learner needs to do?
- Desired performance: What success (performance) looks like?
- Learning objective(s): What a learner needs to know (or is able to do)?
- Motivational aspect: What will engage/motivate a learner?
- Approach: How to deliver a lesson/training?
With clear choices, creating the real microlearning lesson using platforms like MaxLearn becomes easier and more targeted.
Once a lesson is launched based on this microlearning map, the platform’s adaptive learning capabilities come into play. Platforms like MaxLearn can then track a learner’s proficiency and learning progress/gaps.
Using Honey and Mumford’s construct can help trainers decide how to go about designing a learning experience, whereas, a platform like MaxLearn does the job of subsequent delivery, reinforcement, and performance/proficiency enhancement.
“Become smarter at getting a better fit between learning opportunities and the way you learn best. This makes your learning easier, more effective and more enjoyable. It saves you tackling your learning on a hit-and-miss basis. Equipped with information about your learning preferences, you'll have many more hits and fewer misses."
To conclude, MaxLearn reflects Honey & Mumford’s concepts and many other learning concepts to give you a platform that’s trainer and learner friendly. This makes every learner’s learning path focussed on retaining knowledge, building capability and securing workplace performance.
