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The Learning Styles Myth

When you’re working in adult learning and development, it’s only a matter of time before someone brings up “learning styles” as a methodology.

Otherwise content-rich books and articles fall on their face at the mention of this myth – it’s a clear cringe for those of us that have done the real work – and research.

Many adult learning practitioners know this myth well – and we do our best to stop it from perpetuating. Despite the popularity, there’s no credible evidence to support the concept of learning styles. While people may have preferences for how they like to learn, these preferences don’t often translate into better learning outcomes.

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In Summary

A lot of people think everyone has a special "learning style," like being a visual learner or a hands-on learner. But studies show this isn't true. Even though you might prefer to learn in a certain way, it doesn't mean you actually learn better that way. Instead of focusing on these "learning styles," it's smarter to teach in many different ways and have people actively participate so everyone can learn best.

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Making Work Accessible: Recruitment

This entry is part 3 of 6 in the series Making Work Accessible

Welcome to this series of posts on Making Work Accessible! I’m so excited to share this deeper dive into accessibility at work, based on some content from a recent webinar and presentation. We’re going to explore the phases of the employee life cycle: Attraction, Recruitment, Onboarding, Development, and Retention. I’ll share some accessibility and inclusion best practices in each of these areas, and also include a related benefit of disability inclusion.

In HR, “recruitment” refers to the process of screening resumes, interviewing, and hiring within an organization. What does that look like for people with disabilities?

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In Summary

Hiring people with disabilities brings in fresh ideas. It can help companies solve problems in new ways. By changing how they recruit and interview, businesses can find talented individuals with different ways of thinking. This can spark creativity and new solutions.

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Writing Captions, Transcripts, and Audio Descriptions

This entry is part 3 of 5 in the series Writing for Accessibility

Welcome to this deeper-dive series of blog posts! I’ll be digging in to some accessibility topics that relate to my presentations on accessibility, with the goal of providing you with information and resources to make your workplace more accessible. The third post in this series is on Writing Captions, Transcripts, and Audio Descriptions. (Did you miss the others on ALT Text and Readability?)

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In Summary

When we talk about making videos and audio easier for everyone to use, we focus on three main things: captions, transcripts, and audio descriptions. Captions are like subtitles that show up on a video screen. They display what people are saying and important sounds. A transcript is a full written version of everything said and important sounds in a video or audio recording. It tells you who is speaking and when certain sounds happen. Audio descriptions are for people who can't see well. They're like a narrator who describes important things happening on screen that aren't explained by the talking, like what someone is doing, where they are, or their facial expressions.

group of 3 logos - mentimeter, poll everywhere, and ahaslides

Accessible Presentation Software

I asked a question to the collective wisdom of my LinkedIn connections recently, and it sparked a great conversation and research into accessible presentation software. Here’s what I found comparing accessibility features of some of the major presentation software platforms: AhaSlides, Poll Everywhere, Mentimeter, and Slido.

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In Summary

We reviewed how easy presentation programs are for people with disabilities to use. We looked at AhaSlides, Poll Everywhere, Mentimeter, and Slido. Overall, Poll Everywhere impressed us. However, we're sticking with Mentimeter for now. It seems to be the best for making full presentations that everyone can use.