How do you give feedback to different types of learners?

Giving feedback is a crucial skill for any leader, manager, or coach. Feedback helps learners improve their performance, develop their strengths, and overcome their challenges. But not all learners are the same. They may have different preferences, styles, and motivations for learning. How do you give feedback to different types of learners? Here are some tips to help you tailor your feedback to suit your learners' needs.

1 Identify the learner type

Before you give feedback, you need to understand what kind of learner you are dealing with. There are many ways to categorize learners, but one common model is the VARK framework, which stands for Visual, Auditory, Reading/Writing, and Kinesthetic. Visual learners prefer to see information, such as graphs, charts, or diagrams. Auditory learners prefer to hear information, such as lectures, podcasts, or discussions. Reading/Writing learners prefer to read and write information, such as books, articles, or notes. Kinesthetic learners prefer to do or experience information, such as hands-on activities, simulations, or demonstrations. You can use a questionnaire, observation, or conversation to find out your learner's type.

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Giselle Barboza

Learning Program Manager @ Amazon | Master's in Project Management
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I would add also to mind cultural differences and preferred communication types and methods when defining the best way to provide coaching. We are dealing with unique individuals, and although they might fall into one or another learning style category, there is so much more into it. I would recommend managers and leaders to invest time in getting to know the individuals in their teams through 1:1 conversations and show genuine interest in their development. That makes all the difference

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2 Use the appropriate feedback format

Once you know your learner's type, you can choose the best format for delivering your feedback. For visual learners, you can use visual aids, such as screenshots, videos, or slides, to show them what they did well and what they need to improve. For auditory learners, you can use verbal feedback, such as phone calls, voice messages, or face-to-face meetings, to tell them your praise and suggestions. For reading/writing learners, you can use written feedback, such as emails, reports, or comments, to explain your evaluation and recommendations. For kinesthetic learners, you can use practical feedback, such as role-plays, exercises, or scenarios, to let them practice and apply your feedback.

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3 Adjust the feedback tone and style

Besides the format, you also need to consider the tone and style of your feedback. Different learners may respond differently to the same feedback, depending on their personality, mood, and goals. Some learners may appreciate direct and honest feedback, while others may prefer gentle and supportive feedback. Some learners may like detailed and specific feedback, while others may like general and concise feedback. Some learners may welcome positive and negative feedback, while others may focus on either one. You can use cues, such as body language, facial expressions, and verbal responses, to gauge your learner's reaction and adjust your feedback accordingly.

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4 Provide feedback at the right time and frequency

Another factor to consider is the timing and frequency of your feedback. Different learners may have different expectations and preferences for when and how often they receive feedback. Some learners may want immediate and frequent feedback, while others may want delayed and occasional feedback. Some learners may seek feedback proactively, while others may wait for feedback passively. You can use a feedback agreement, a feedback schedule, or a feedback request system to establish and communicate your feedback expectations and preferences with your learner.

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5 Encourage feedback dialogue and action

Finally, you need to make sure that your feedback is not a one-way communication, but a two-way dialogue and action. Different learners may have different questions, concerns, and ideas about your feedback. You need to invite and listen to their feedback on your feedback, and address any gaps or misunderstandings. You also need to help them create and follow an action plan based on your feedback, and monitor and support their progress and results. You can use open-ended questions, coaching techniques, SMART goals, and follow-up sessions to facilitate feedback dialogue and action.

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Dominique van Aalten

All-round creative & marketing specialist | MA in International Communication | BSc in Communication and Multimedia Design
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And, of course, don't forget to ask and be curious. Keeping an open line of communication and asking how someone prefers to receive feedback or communicate with you helps to create a safe space and a bond of trust. Having these conversations before the first feedback sessions or performance reviews will ease anxiety and allow both parties to feel respected.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you give feedback to different types of learners?

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1 Identify the learner type

2 Use the appropriate feedback format

3 Adjust the feedback tone and style

4 Provide feedback at the right time and frequency

5 Encourage feedback dialogue and action

6 Here’s what else to consider

Constructive Feedback

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