Getting learners through the door is only half the job. Keeping them engaged (and helping them retain what they’ve learned) is where the real challenge lies. If your training content only lands for one type of learner, you're leaving results on the table.
Designing with learning styles in mind helps create experiences that are not just inclusive but more effective. Here's how to make your training delivery work for everyone in the room, whatever their preference.
In this article, we’ll cover:
- The four core learning styles
- Five ways to design training that works for everyone
- Building content in multiple formats
- Using active learning techniques
- Encouraging learner choice
- Building in reflection time
- Training your trainers to spot learning preferences
A quick refresher: the four core learning styles
Designing inclusive training starts with understanding how different people engage with content. While many learners blend styles or switch preferences depending on the task, these four categories offer a useful framework:
Visual learners
Visual learners process information best when it’s presented through imagery or spatial understanding. They tend to remember what they see more than what they hear or read. In training, they benefit from:
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Diagrams, charts, and infographics
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Colour-coded notes or visual signposting
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Slide decks with minimal text and strong visual hierarchy
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Demonstrations or videos that show concepts in action
For these learners, clarity and visual structure are everything - information needs to be easy to scan, not buried in dense paragraphs.
Auditory learners
Auditory learners prefer to hear information and often find that discussing or listening helps them retain it more effectively. They might not need written notes if they’ve had a chance to talk through a concept. Support their style by using:
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Live discussions, Q&As, and open group sessions
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Podcasts or audio versions of learning materials
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Verbal explanations layered over visual content
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Encouragement to repeat key points aloud or summarise to peers
They tend to thrive in collaborative environments, so social learning or buddy systems can be especially valuable.
Reading/writing learners
These learners like to see the words. They learn best through reading, writing, and rewriting. This group is often happy with self-paced study and prefers materials they can return to in their own time. Useful approaches include:
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Handouts, guides, and detailed course notes
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Written exercises or journalling tasks
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Digital resources like blogs, articles, and glossaries
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Structured note-taking frameworks (e.g. Cornell method)
Giving them clear, well-written materials is key - don’t rely on slides alone to deliver essential content.
Kinaesthetic learners
Sometimes called tactile learners, kinaesthetic learners understand best by doing. They often struggle to sit still and retain information if it’s purely theoretical. To keep them engaged, incorporate:
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Practical activities, role plays, and simulations
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Physical materials or props during sessions
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Movement breaks and opportunities to get involved
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Real-world examples, case studies, or site visits
Rather than boxing learners into one fixed category, think of these styles as preferences. The more variation you build into your training, the more likely your content is to stick.
If your delegates are unsure of their learning style, you can direct them to a simple learning style quiz.
Five ways to design training that works for everyone
Inclusive training is about meeting learners where they are; it's not just a tick-box exercise. By building variety and choice into your design, you create sessions that engage different learning preferences, boost retention, and help every participant get the most from their experience.
Here are five practical strategies to make your training more accessible and effective for all types of learners.
1. Build content in multiple formats
If you want your training to land with every learner, relying on a single format just won’t cut it. Different people absorb information in different ways, so offering variety in how your content is delivered is one of the simplest ways to improve engagement and retention.
Here’s how to do it without doubling your workload:
Slides and visuals for clarity
Whether you’re presenting face-to-face or delivering remotely, visuals help learners make sense of complex ideas. Instead of text-heavy slides, think:
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Diagrams that break down processes
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Flowcharts that explain decision-making
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Icons or illustrations to reinforce key points
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Consistent use of colour and layout to guide attention
Visual learners will thank you - but it also helps everyone else stay focused and reduces cognitive overload.
Audio elements for flexibility
Including audio alongside your visual materials supports auditory learners and gives learners the option to engage on the go. That might mean:
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Recording a voiceover for key presentations
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Offering short audio summaries of longer documents
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Using video tools to record trainers talking through content
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Embedding podcasts or short interviews with subject matter experts
These resources are particularly useful for learners with limited screen time or those who prefer revisiting content while multitasking.
Written resources to support deeper learning
Even if you’ve delivered your session live or via video, there’s value in backing it up with written material. Think beyond the transcript:
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Create structured handouts or PDF guides
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Use bullet points and headers for easy scanning
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Include summaries or key takeaways at the end of each section
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Link to additional reading, glossaries or reference documents
Reading/writing learners tend to engage more deeply with written content, and providing it also helps anyone who wants to review at their own pace.
Interactive and practical content for active learners
For kinaesthetic learners (and honestly, most people), passive learning only goes so far. Mix in formats that allow people to do something with what they’ve learned:
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Quizzes, polls or knowledge checks at regular intervals
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Drag-and-drop exercises or clickable learning paths in your LMS
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Worksheets or reflection tasks they complete themselves
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Live role plays or breakout group tasks during sessions
It’s not about gamifying everything—just creating moments for application and active engagement.
Make it accessible and mobile-friendly
Finally, inclusive content also means technically accessible. Check that:
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All documents are screen-reader friendly
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Videos have captions or transcripts
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Text is high contrast and readable across devices
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Your LMS or training platform works well on mobile and tablet
accessplanit, for example, supports multiple content types and lets you build flexible learning journeys without needing a patchwork of tools.
Offering content in a mix of formats isn't about doing more for the sake of it. When done right, it improves outcomes, reduces support requests, and creates a much more inclusive experience for your audience.
2. Use active learning techniques
Active learning benefits all styles, but it’s especially important for kinaesthetic learners.
Sitting through a presentation and passively absorbing content just doesn’t cut it anymore. Learners expect more, and learning science backs it up. Active learning isn’t just a trend; it’s one of the most effective ways to improve understanding, retention, and engagement across all learning styles.
By getting learners involved in the process, you help them connect theory with practice, test their knowledge in real time, and stay mentally switched on.
Here are some practical ways to bring active learning into your training:
Scenario-based learning
Rather than telling learners what to do, give them a realistic situation and ask what they would do.
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Present short case studies or client stories
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Use branching scenarios in your LMS where learners make decisions and see consequences
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Invite group discussion around ‘what would you do next?’
This works especially well for soft skills, compliance, sales, and leadership training, where there often isn’t one clear right answer.
Teach-back activities
When learners explain something in their own words, it cements their understanding and reveals where the gaps are.
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Ask them to summarise the key points of a module to a peer
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Use end-of-session quizzes that include open-ended questions
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Run mini-presentations or group summaries at the end of a session
It’s simple, low-tech, and works in both face-to-face and virtual settings.
Peer collaboration
Learning is often more powerful when it’s social. Create opportunities for learners to work together:
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Use breakout rooms for small group tasks in online training
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Run team challenges, timed activities or debates
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Assign buddy systems or peer review tasks
This not only supports auditory and kinaesthetic learners—it also builds community and boosts motivation.
Role play and practical exercises
Especially valuable in customer-facing or people-focused roles, role play gets learners into real situations where they can experiment with tone, technique, and language.
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Simulate phone calls, client meetings or feedback sessions
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Use observation and group feedback to reflect on the experience
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Record sessions for review if appropriate
While not everyone loves the idea of role play, when facilitated well, it can be one of the most transformative tools in your training toolkit.
Gamified learning and quizzes
Interactive quizzes break up content and provide instant feedback. Whether built into your LMS or delivered live, they:
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Help identify knowledge gaps early
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Reinforce learning through repetition
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Keep learners alert and engaged
You can take it further with elements like leaderboards, badges, or timed challenges—but simple can still be effective.
Reflection and personal application
Finally, active learning isn’t just about doing—it’s also about thinking. Giving learners time to reflect helps them embed what they’ve learned and consider how it applies to their work or goals.
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Build in journaling or self-assessment prompts
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Ask questions like “What’s one thing you’ll do differently after this session?”
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Include space for learners to set personal action points at the end of modules
With the right structure, reflection turns information into action.
Active learning doesn’t need to be complicated or high-tech. In fact, small tweaks such as more questions, more interaction, and more space to think, often make the biggest difference.
By building these techniques into your course design, you’re not just improving engagement. You’re building better learning outcomes, stronger retention, and ultimately, more value for both the learner and the business.
3. Encourage learner choice
No two learners are the same. So why expect them all to engage with content in the same way, at the same pace, or through the same channel? Giving learners a level of choice over how and when they interact with your training isn’t just a nice extra. It’s a proven way to boost engagement, motivation and knowledge retention.
Even small degrees of flexibility can make a big difference, especially for learners balancing full-time roles, shift work, caring responsibilities or different learning needs.
Offer different formats for the same content
One of the easiest ways to support learner choice is to provide the same core content in multiple formats. For example:
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Record a live webinar, then offer it on-demand
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Provide written course notes alongside videos
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Offer downloadable audio versions of longer sessions for learners to listen on the go
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Use both text-based and video-based assessments
This allows learners to consume content in a way that suits their environment, preferences, or accessibility needs. It also removes the pressure of having to attend at a set time, especially in global or shift-based teams.
Flexible course structures and learning paths
Let learners shape the order or structure of their learning, where it makes sense to do so. This doesn’t mean abandoning structure altogether; but rather, allowing learners to navigate the journey in a way that feels relevant and manageable.
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Break courses into smaller, modular units
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Let learners choose from elective topics or modules
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Offer optional deep-dive materials for those who want to go further
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Allow some freedom in how assessments are submitted e.g. written vs video response
This approach supports self-directed learning and respects the fact that experienced learners may not need to follow a rigid linear path.
Live vs asynchronous options
Some learners thrive in live, interactive settings. Others prefer to work through materials quietly on their own schedule. By offering both where possible, you make your training more accessible and inclusive.
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Run regular live sessions, but record and archive them for later viewing
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Use forums or discussion boards for asynchronous engagement
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Set clear deadlines, but give a window of time for completion rather than fixed slots
This also helps avoid the issue of time zone clashes or tech problems derailing a learning experience.
Personal goal-setting and pacing
Another simple but effective way to give learners control is to help them set their own goals and pacing.
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Use onboarding surveys to identify learner goals and preferred learning style
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Allow them to set milestones or reminders within your learning platform
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Use progress tracking tools so they can monitor their own development
Giving learners this level of ownership builds a sense of accountability and encourages intrinsic motivation—both key to long-term learning success.
Accessibility and inclusion
Offering choice also supports learners with additional needs or specific accessibility requirements. For example:
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Providing screen reader–friendly documents
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Offering captions and transcripts for all audio/video content
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Allowing learners to adjust font sizes or switch between dark/light modes
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Ensuring assessments aren’t overly reliant on one delivery format (e.g. not just multiple choice or written tasks)
The more inclusive your learning design is from the start, the less retrofitting is required down the line.
Giving learners control over how they engage with your training builds trust, motivation and results. It shows that you value their time, their autonomy and their individual learning journey.
And with the right systems in place - like training management software that supports flexible content, blended delivery and learner feedback loops - it’s easier to offer than you might think.
4. Build in reflection time
We often focus so much on delivering content that we forget to give learners time to process it. Reflection is a critical part of learning - it’s the moment when information shifts from surface-level understanding to something deeper and more personal.
By building in structured reflection, you’re not just reinforcing learning. You’re helping learners make connections, spot gaps, and consider how to apply what they’ve learned in the real world. It’s also an important way to support all learning styles, particularly those who need time and space to think things through after the session ends.
Here’s how to make reflection a built-in feature and not an afterthought:
Use guided questions to prompt reflection
Not all learners will know how to reflect unless you give them a nudge. Try adding a few structured questions at key points:
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What’s one idea from today that challenged your thinking?
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How could you apply what you’ve learned in your current role?
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What’s still unclear or needs more practice?
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What would you do differently based on this session?
You can build these into the end of modules, post-session emails, or even as part of the assessment process.
Create space during the session, not just after
Reflection doesn’t have to wait until the end. Weaving it into the session can help learners stay engaged and reinforce each section before moving on.
Some simple ways to do this:
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Pause after each key concept and ask learners to jot down a takeaway
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Run a quick pair-and-share exercise: “Discuss with someone next to you what this means in your context”
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Use short polls or reaction tools in virtual sessions to encourage quick reflection moments
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Ask learners to rate their confidence in applying a concept before and after the activity
This keeps reflection manageable and avoids information overload by breaking it into smaller chunks.
Incorporate self-assessment and learner check-ins
Reflection is most powerful when learners evaluate themselves, not just the content. Tools like:
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Self-rating grids (e.g. “Rate your understanding of X on a scale of 1–5”)
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Progress trackers that learners fill in after each module
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Short reflective quizzes or open-text journal prompts
…can help them identify where they’re growing and where they need support.
In systems like accessplanit, you can automate follow-up tasks or learning check-ins based on these inputs.
Use peer and group reflections for shared insight
Reflection doesn’t have to be a solo activity. Group reflections add social learning into the mix and help learners hear different perspectives.
You could use:
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End-of-day debrief sessions (virtual or in person)
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Discussion boards in your LMS for shared responses to reflection prompts
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Small group wrap-ups where each learner shares one thing they’ve learned and one question they still have
This encourages learners to think critically about what they’ve heard and how it applies beyond their own view.
Make reflection part of the learner journey, not an optional extra
Often, reflection is left to the learner to do in their own time. Predictably, it does get skipped. But if you embed it into your course structure and workflows, it becomes a natural step in the process.
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Add reflection tasks into course completion criteria
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Use automated reminders or nudges to prompt post-session journalling
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Include reflection milestones in longer programmes (e.g. “Reflect at 30 days, 60 days, 90 days”)
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Tie reflection activities into certificates or follow-up learning suggestions
The more deliberate you are about it, the more likely learners are to engage and benefit.
Reflection turns passive participation into active learning. It helps learners take ownership of their development, and it gives trainers insight into how well content is landing.
When supported by the right tools and structure, it’s easy to implement. It's incredibly effective at driving long-term retention and real-world application.
5. Train your trainers to spot learning preferences
Even with the most thoughtfully designed materials, the real success of your training often comes down to one thing: the trainer. Great trainers don’t just deliver content - they read the room, adapt on the fly, and know how to bring out the best in every learner.
Helping your trainers recognise and respond to different learning preferences means your sessions become more inclusive, more personalised, and ultimately, more effective.
Here’s how to build that awareness into your trainer onboarding and development.
Start with the basics: raise awareness of learning styles
It sounds obvious, but many subject matter experts-turned-trainers haven’t had formal exposure to adult learning theory. Start by building a shared understanding of the most common learning preferences:
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How visual learners absorb information through imagery and spatial cues
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Why auditory learners benefit from discussion, verbal repetition, and explanation
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What reading/writing learners look for in terms of structure, clarity and access to materials
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How kinaesthetic learners thrive on practical application and active involvement
But don’t stop at the labels - encourage trainers to see learning styles as fluid preferences, not rigid boxes. The goal isn’t to categorise learners, but to spot patterns and adapt accordingly.
Train trainers to look for subtle cues
Not all learners will tell you their preferred style, but most will show you. Encourage trainers to pay attention to behaviour and engagement levels during a session.
For example:
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Visual learners may disengage during purely verbal explanations
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Auditory learners might ask to ‘talk something through’ or repeat key ideas aloud
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Reading/writing learners often take detailed notes or ask for supporting documents
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Kinaesthetic learners may become restless or distracted in long, passive sessions
Trainers should learn to treat these signals as valuable feedback—not disruption.
Equip trainers with multiple delivery methods
Even experienced trainers can fall into the trap of sticking to their own preferred style. Give them the tools and training to flex their delivery in the moment.
That might mean:
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Turning a static slide into a group discussion
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Switching to a whiteboard or flipchart to sketch out a concept visually
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Giving learners a choice of completing an exercise verbally or in writing
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Adding a practical breakout task when attention starts to dip
This versatility becomes second nature with the right CPD and peer support in place.
Make learner feedback part of the process
No one adapts perfectly every time. The key is giving trainers structured ways to learn from each session and improve.
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Include learning preference questions in end-of-session feedback
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Run trainer reviews that focus not just on delivery, but on learner engagement
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Encourage trainers to reflect: Did I meet a mix of preferences today? What landed well? What didn’t?
Platforms like accessplanit can support this by collecting feedback automatically and linking it to trainer performance metrics.
Promote a culture of curiosity and learner-first thinking
Finally, give trainers permission to experiment and learn from their learners. When trainers are encouraged to ask “How do you learn best?” or “Would it help if I explained that a different way?”, it sends a clear signal: we’re here to support you.
That learner-first approach builds trust, increases satisfaction scores, and often results in stronger outcomes across the board.
Training your trainers to recognise and respond to different learning preferences doesn’t mean overhauling your courses. It’s about raising awareness, building confidence, and giving them the tools to be responsive, flexible and inclusive in every session.
Final thoughts
Designing for different learning styles isn’t about reinventing your courses for every learner. It’s about giving everyone a fair shot at success.
The good news? It doesn’t have to be complicated. Most of the strategies above can be built into your existing content with small tweaks - and tools like accessplanit make the process smoother from start to finish.
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