One size doesn’t fit all
Smarter learning for diverse audiences
By Sami Chan, Learning Designer
Everyone has a brain. Everyone’s brain is different, and everyone learns differently. We’re stating the obvious to make a point, so stick with us.
Some people prefer visual information, others prefer text over audio, and so on. We’re all unique with our individual brains and learning approaches, and no one way of learning is ‘better’ than another.
So, if every person is different, why do some places insist on applying the same learning solutions for everyone?
Just like trying to fit a square peg into a round hole, just because you might be successful, it doesn’t mean it’s the most effective or efficient way to go about things. At the same time, making a hundred variations of the same learning material isn’t realistic either.
So, how do we find the right balance of what works best without going overboard? It all starts with understanding your audience.
Different roles, different needs
Every role in an organisation will require a different set of knowledge, so it makes sense to provide learning that’s relevant to them. A doctor wouldn’t need detailed knowledge on building construction law in the same way a health and safety inspector wouldn’t be expected to know about in-depth cyber security, so make sure you have the right learning for the right person!
When providing learning for specific roles, ask yourself:
- Is this information relevant to the role? If so, how and why?
- How much detail is needed?
- Can it be applied day-to-day to improve the quality of the work?
- Can this learning be used to support the learner in other ways?
If you can answer all of the above, you’re off to a great start in finding learning that clicks with your audience.
Culture-specific nuance
No one is raised in a vacuum – all of us were brought up in specific cultural circles, whether it’s ethnic, socioeconomic, or religious. These cultural influences shape how we think, behave, and decide what matters to us.
But what does this have to do with learning? Understanding that your audience will comprise of multiple cultures can allow you to have a more holistic approach in how you present information. For example, if you know that your learners may have English as a second language and might struggle with denser text, you can aim for learning that is more direct and contains less technical jargon.
Real-world context and storytelling
Following on from the previous point, real-world context is vital for any learning to really stick in people’s heads. After all, what’s the point of learning something if we can’t apply it to real life?
The world is made up of a whole host of different cultures and ways of working, so it just makes sense to have our learning reflect that. From scenarios that include employees with different backgrounds and challenges, to questions that prompt learners to reflect on ingrained assumptions – all of these things are vital in addressing big issues like equality and diversity.
When learning makes the effort to include everyone and is done so respectfully, then people will feel heard, appreciated, and more willing to get on board with what’s being presented.
Summary
In conclusion – good, impactful learning:
- Takes into account that everyone is different and doesn’t force a one-size-fits-all method
- Respects its learners and tries to include everyone into the mix
- Understands that different people have different needs and addresses them
- Is applicable to real life and actionable
- Supports its learners by providing information tailored to them
By putting learners at the centre of design, organisations can move beyond tick-box training and create learning that truly makes a difference.