Work-Learning Research
  • Home
  • Solutions
    • Workshops
    • Learner Surveys
    • LTEM
    • Audits
    • Presentation Skills
    • Keynotes & Speaking
  • Resources & Learning
    • Will’s Blog
    • Catalog
    • Workshops
    • Coaching
  • Contact
  • Sign Up
  • About
    • About Overview
    • Mission
    • Speaking
    • Research Principles
    • Clients
    • History
  • Click to open the search input field Click to open the search input field Search
  • Menu Menu
  • Link to X
  • Link to LinkedIn

New Scientific Review of Learning Styles

Myths and Worse, Research

Just last month at the Debunker Club, we debunked the learning-styles approach to learning design based on our previous compilation of learning-styles debunking resources.

Now, there’s a new research review by Daniel Willingham, debunker extraordinaire, and colleagues.

Willingham, D. T., Hughes, E. M., & Dobolyi, D. G. (2015). The scientific status of learning styles theories. Teaching of Psychology, 42(3), 266-271. http://dx.doi.org/10.1177/0098628315589505

Here’s what they tried to do in the article, in their own words:

“The purpose of this article is to (a) clarify what learning styles theories claim and distinguish them from theories of ability, (b) summarize empirical research pertaining to learning styles, and (c) provide suggestions for practice and implications supported by empirical research.”

The distinction between abilities and styles is important to the authors:

“The two are often confused, but the distinction is important. It is relatively uncontroversial that cognitive ability is multifaceted (e.g., verbal ability and facility with space have distinct cognitive bases), and it is uncontroversial that individuals vary in these abilities. For ‘‘styles’’ to add any value to an account of human cognition and learning, it must mean something other than what ability means. While styles refer to how one does things, abilities concern how well one does them.”

Predictions from learning-styles theory:

“Learning styles theories make two straightforward predictions. First, a learning style is proposed to be a consistent attribute of an individual, thus, a person’s learning style should be constant across situations. Consequently, someone considered an auditory learner would learn best through auditory processes regardless of the subject matter (e.g., science, literature, or mathematics) or setting (e.g., school, sports practice, or work). Second,  cognitive function should be more effective when it is consistent with a person’s preferred style; thus, the visual learner should remember better (or problem-solve better, or attend better) with visual materials than with other materials.”

Results: Are these learning-styles predictions validated by the research?:

“No. Several reviews that span decades have evaluated the literature on learning styles (e.g., Arter & Jenkins, 1979; Kampwirth & Bates, 1980; Kavale & Forness, 1987; Kavale, Hirshoren, & Forness, 1998; Pashler et al., 2009; Snider, 1992; Stahl, 1999; Tarver & Dawson, 1978), and each has drawn the conclusion that there is no viable evidence to support the theory. Even a recent review intended to be friendly to theories of learning styles (Kozhevnikov, Evans, & Kosslyn, 2014) failed to claim that this prediction of the theory has empirical support. The lack of supporting evidence is especially unsurprising in light of the unreliability of most instruments used to identify learners’ styles (for a review, see Coffield et al., 2004).”

 

 

Related

14 July 2015
Share this entry
  • Share on X
  • Share on LinkedIn
https://i0.wp.com/www.worklearning.com/wp-content/uploads/2017/10/Debunker_Twitter_Pict.png?fit=400%2C203&ssl=1 203 400 Will Thalheimer https://www.worklearning.com/wp-content/uploads/2023/06/Logo-2023-5-Horizontal-1030x441.png Will Thalheimer2015-07-14 17:02:532017-11-05 11:21:14New Scientific Review of Learning Styles

 

 

 

Hello, and Welcome to My Blog!

   = Will Thalheimer

I’ve been blogging since 2005.

======================

Mission:

To empower workplace learning-and-performance professionals to get the most from learning.

To help organizations build strategic learning and performance practices.

To bring research-inspired wisdom to the workplace learning field through my writing, speaking, workshops, evaluations, learning audits, and consulting.

The business case is clear. By utilizing the learning and performance sciences, we create more effect learning interventions, we waste less time and money on ineffective practices and learning myths, we better help our learners, and we better support our organizations.

See below for ways to find content:

 

Search

Search Search

List of Blog Posts

Categories

  • Awards
  • Books
  • Books for Leaders
  • Books on Better Management
  • Books on Human Behavior
  • Books on Instructional Design
  • Books on Learning
  • Books on Measurement & Data
  • Books on Neuroscience
  • Books on Persuasion and Influence
  • Books on Self-Improvement
  • Books on Teamwork
  • Books on Technology
  • Classic Posts
  • Conference Learning
  • Education
  • eLearning
  • Guest Post
  • Learning Industry
  • Learning Measurement
  • Myths and Worse
  • New Technology
  • News and Current Affairs
  • On-the-Job Learning
  • People
  • Performance Improvement
  • Presentation Skills
  • Research
  • Subscription Learning
  • Thoughts and Ideas
  • Uncategorized
  • Vendor Review
  • Whimsy
  • Work-Learning Academy
  • Work-Learning Research
  • Your Input Requested
Scroll to top Scroll to top Scroll to top