When it comes to learning, it has been shown that the more senses that are involved, the better you learn – regardless of your so-called “learning style.” For instance everyone learns better when they’re moving. Motion engages more parts of the brain. So does emotion. Showing, telling, doing, storytelling, visuals, sounds, smells all aid in the learning process.
There were studies done where the researchers separated subjects in a room into three groups. The first group got information through one sense only – example, hearing. The second group was limited to another sense, say sight. And the final group was exposed to both sight and sound. This third group always did better. They had more accurate recall, and their problem-solving skills improved. The combination of senses was always greater than the sum of their parts. Here are a few ways to engage the senses.
The use of stories in training.
Roger Shank, a cognitive scientist, says that humans are not set up to understand logic; but are set up to understand stories. Facts are readily available on the Internet as well as in your workshops. What matters, according to Daniel Pink, author of A Whole New Mind, is the ability to place these facts in context and to deliver them with emotional impact.
Facts and suggestions, no matter how logical or practical they may be, are frequently ignored or forgotten. But include these same facts in a true story or example, enriched with emotion, and people can immediately relate, remember, and frequently put into practice. Stories are essential to the learning process.
Demonstrations aid the learning process.
Demonstrations, especially when they actively involve the participants, are effective teaching tools. For example, when explaining prioritizing and the 80/20 Rule, I sometimes make the point by tossing 80 one-dollar bills and 20 twenty-dollar bills on the floor. (I use phony “Dollar Store” money; but if you’re wealthy, the real thing has an even greater impact.)
Then I tell a couple of volunteers to pick up all they can in 5 seconds, picking up only one bill at a time. Most people zero in on the twenties. But they don’t actually do that in their own jobs or personal lives when it comes to the important projects & tasks.
Know your participants.
Getting individuals involved even before the actual training, generates more interest, lends credibility to the training, and assures that you deliver information and strategies relevant to their needs.
If training people in time management, for instance, you might develop a time waster checklist or a survey sheet to identify their problems, and ask for their objectives in taking the program.
For a more complete discussion of this topic, refer to my eBook, “How to increase the effectiveness of your training,” published by Bookboon.com.