“I know what I like, and I like what I know.” It’s easy to scoff at this old saying. Yet it applies to most of us — at least to some extent. Even those of us who embrace change and seek out new experiences can relate to the notion of a comfort zone. People enjoy doing things that feel natural and work for us.
But this reliance on what comes naturally can play out in unexpected ways. For example, when we communicate with others, we tend to engage in ways we prefer. However, that won’t necessarily work for our audience. We’re all different. Each of us has unique personality traits. So, when we ignore the needs of our audience, the message probably won’t land.
The same logic applies when designing virtual training for digital skills development and other employee learning programs. This is why tools like the Myers-Briggs Type Indicator (MBTI) assessment can help. Here’s how it works…
What Are Personality Types?
The MBTI framework is an assessment tool that clarifies four key aspects of the human personality:
- Extraversion-Introversion
- Sensing-Intuition
- Thinking-Feeling
- Judging-Perceiving
Understanding how these characteristics influence behavior can lead to better virtual training outcomes. That’s because these insights help organizations develop learning experiences that appeal to a broader audience. They also make it easier to adapt content, so it engages and motivates individuals more deeply.
Tailoring Training for Various Personality Types
1. Extroversion vs. Introversion in Virtual Training
People with a preference for Extroversion focus on and are energized by what is going on around them in the external world. In contrast, those with a preference for Introversion focus on and are energized by their internal world of thoughts, feelings, and reflections.
These traits have multiple implications for virtual training. To ensure that learning experiences work best for everyone, provide both synchronous and asynchronous options. Also, offer a choice between collaborative and independent assignments. Specifically, consider these factors:
- Extroverts tend to enjoy group discussions and opportunities to interact with others. Maintaining their attention is easier with in-person training, but virtual training can work, too. Ensure that participants can interact with the trainer. Live quizzes and activities that incorporate immediate feedback are likely to resonate. Elements such as discussion threads, embedded polls, and reaction buttons can keep them engaged. Also, keep in mind that they’re likely to prefer hands-on sessions when developing digital skills.
- Introverts prefer time to think about inputs before reaching conclusions. They tend to gravitate toward asynchronous learning scenarios. This gives them time to digest information and formulate answers, rather than feeling the pressure of being put on the spot. They appreciate having opportunities to sort through concepts independently. Too many real-time group or interactive sessions may be draining. Instead, offer on-demand access to online forums, email, or chat functions, so individuals can choose the channel and timing they prefer. Also, when delivering digital skills training, provide opportunities for individualized hands-on instruction.
2. Sensing vs. Intuition Types in Virtual Training
The Sensing-Intuition dimension deals with individual information preferences. Those with a Sensing preference seek information that is factual, solid, practical, and relevant to past and present experiences. Meanwhile, those who lean toward Intuition are more interested in possibilities, ideas, the big picture, and how everything connects.
- When people have a Sensing preference, they want training that is concrete, factual, detailed, and applicable to the task at hand. They appreciate clear guidelines and step-by-step instructions, as well as practical exercises and simulations. Feedback should be specific and actionable. Also, the ability to get hands-on is important, even in a virtual training environment.
- Those with an Intuition preference want to know “why” before they concentrate on the “how” of learning. What is the big picture? What are the reasons behind this training? How will it prepare them for the future? Whether you’re delivering in-person or online training, you’ll want to build some unstructured time into the experience. This gives participants an opportunity to explore more broadly, drill-down more deeply, and connect the dots with adjacent topics. When helping these individuals develop digital skills, hands-on training is important. However, you’ll want to preface these activities with a clear rationale and context to engage and motivate participants.
3. Thinking vs. Feeling in Virtual Training
Thinking-Feeling is about making decisions. People with a Thinking preference tend to rely on objective logic. Whereas those with a Feeling preference are more comfortable making decisions that align with their values. They also aim to support the interests of everyone involved, even if the choice may not seem logically correct.
Of course, all of us may operate in either mode, depending on the circumstances. But everyone tends to prefer one mode over the other.
- Those with a Thinking preference appreciate feedback that is critical but fair. In a virtual training environment, they respond to objective assessments with clear results and direct feedback about what they can do better. They lose interest if instructional tasks are not sufficiently challenging or if they receive compliments or reassurance too often. These people have a need to be competent or even excel. Keep this in mind with digital skills training. For example, gamification methods and tools can help you maintain engagement and motivation as participants level up.
- People with a Feeling preference appreciate a collaborative, supportive learning environment where they and others are valued. If you offer online forums or discussion groups, you’ll want to include thoughtful moderation. These people usually respond well to recognition — not only after completing a difficult assignment, but on an ongoing basis. When offering digital skills training, illustrate key concepts with real-world case studies or other content that demonstrates the relevance of these capabilities.
4. Judging vs. Perceiving in Virtual Training
Individuals with a Judging personality preference do best in organized, structured, well-planned environments. They may be unsettled by ambiguity or a lack of direction. In contrast, those with a Perceiving preference operate in more spontaneous, emergent ways. They may become irritated when decisions are made too early, or things seem too structured.
- People with a Judging preference want clearly structured courses with a detailed syllabus and a well-defined learning path. They look for established deadlines, which they’re likely to meet well in advance. They also expect trainers, managers, and peers to meet their respective commitments and deadlines.
- In contrast, those with a Perceiving preference appreciate a flexible curriculum and deadlines. They enjoy programs that let them explore different topics in any order that suits their individual interests, rather than having to follow a rigid, predetermined learning path. Procrastination often goes hand-in-hand with a Perceiving preference. Many of these individuals will not complete tasks until just before (or sometimes, just after) a deadline. This is because they gain extra energy or creativity from the pressure.
A Final Note on Personality Types and Virtual Training
As these personality dimensions suggest, the more you can customize virtual training experiences to accommodate diverse preferences, the more successful your outcomes will be. For the best of all worlds, aim to support a blend of personality styles. Don’t assume the best solution in advance. Instead, embrace a strategy of continuous improvement based on trial and error.
Start by asking your audience to share their needs and preferences before you develop training. Then follow-up with participants after they complete key milestones. And above all, be prepared to adjust and improve continuously, so you know you are meeting learners on their terms.
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