Once you’ve overcome the hurdle of finding a time that suits everyone so you can provide training for your teams, you’ll face another challenge that many don’t consider: learning styles.

Just as people have different personalities, they also have different learning styles. That means, while one person can absorb through reading, another won’t retain nearly as much information. Some learn while getting hands-on, while others prefer to listen.

Below, we’re going to take a look at the most common learning styles, and how you can approach training and staff development to make sure what’s being taught can be put into practice. Doing this will create a strong culture of learning within your business.

People absorb information differently, and what works for some people won’t work for others. Think back to your school years - when the teacher was standing at the front of the class speaking, some students seemed to zone out. However, those same students would read their textbooks and learn much better than others.

There is one theory, known as VARK, which puts learners into four categories: visual, audio, reading, and kinesthetic. However, this model has been criticized, as it overlooks several other learning styles, and doesn’t consider that some people can span multiple styles.

Just like at school, different learning styles in the workplace - and specifically in training - also need to be considered. These are:

Every student can fit into at least one or more of these styles. Let’s take a look at what these learning styles mean in a little more detail.

Visual learners absorb information when it’s presented in a visual form, such as video, images, and graphics.

Aural learners learn through listening. Whether this is in person or a recording, when they’re being told information they find it far easier to take it in.

Kinesthetic learners retain information via experience by using their senses. When they’re able to dive in and get hands-on, using touch, sound, sight, and even taste and smell, they get much more out of the learning experience.

Logical learners, also known as mathematical learners, appreciate logic and structure. This type of learner is usually good at understanding complex mathematics and statistics.

Social learners can concentrate on learning when they’re alone. They likely find others a distraction, which prevents them from retaining information. Many people will use solitary learning when revising for an upcoming exam, however may struggle if they’re not a solitary learner.

Much like solitary learners, reading and writing learners absorb information through - as the name suggests - reading and writing. That means they’re far more likely to get more from reading a book than they are from watching a video or listening.

Verbal learners use audio and written tools and cues to aid their learning. They use tricks such as acronyms and rhyme - in a similar way to how we were taught “my very easy method just speeds up nothing” as a way to remember the order of the planets in our solar system.

Social learners prefer learning in a group environment, collaborating on projects with others. That way they can test their knowledge on others and retain information via discussion.

It’s important to try and accommodate different learning styles in training and development, which isn’t always possible in the workplace. However, many e-learning courses understand that people learn differently, and so have designed their courses with this in mind, allowing different learners to absorb the material.

We offer resources for learning to help you and your employees learn.

Chances are, most people won’t even realize they fit into one or more of these different learning styles. They may think they prefer to learn a certain way, but likely don’t associate it with being a certain type of learner.

For example, a student may dislike reading, because they can’t concentrate on the words. However, they may love watching videos. Because of this, despite having an interest in, say, World War II, they may watch a lot of documentaries but scoff at the thought of reading a biography from a soldier.

There are ways to identify which learning style or styles you fit under, bearing in mind you may fit in more than one:

You may be a visual learner if you prefer to learn using images, videos, graphics, maps, flashcards, graphics, and diagrams.

You may be an aural learner if you benefit from listening and speaking and enjoy taking part in discussions. You may appreciate recordings, as you can listen multiple times.

You may be a kinesthetic learner if you enjoy getting stuck into tasks, and using your hands to interact. You may enjoy building models and using materials, and learning through trial and error.

You may be a reading and writing learner if you enjoy reading and making detailed notes. You may also rewrite those notes and return to them regularly to help you retain information.

You may be a logical learner if you enjoy working with numbers, mathematics, and statistics. You likely have an affinity for problem-solving, using logic over emotion to find a solution.

You may be a solitary learner if you struggle to concentrate around others. You would much rather be in your own company to learn at your own pace.

You may be a verbal learner if you enjoy learning using words and linguistic tricks. You may also be good at word games, such as Scrabble, and have a talent for public speaking.

You may be a social learner if you like to be a part of study groups, or collaborate on projects with different people. You possibly don’t like to work alone, and you have no problems asking questions.

Tailoring your training to different learning styles

When devising training for your employees, it’s important to keep these in mind so you’re catering to different learning styles. If you’re training employees and some are retaining information better than others, it’s likely because you're not using a training style that fits with their learning style.

Just like with learning styles, there are also different training styles for employees. These are:

Progressive - used for problem-solving using activities and collaboration

Behaviorist - taught by a manager to educate for behavior changes

Humanistic - a facilitator will encourage self-guided learning

Liberal - used for intellectual development and taught by an industry expert

Radical - used to encourage dialogue and social change

As you can see, each training style is used to achieve a different purpose. For example, you couldn’t use a radical training style to train employees how to use a new piece of equipment. However, using aspects of the different training styles in training and development will ensure you’re able to connect with everyone.

For employees to get the most out of their training, there are different types of training methods you can use.

This is the traditional, classroom-style learning. It's an effective way for students to learn directly from an expert, but it can be difficult to schedule and expensive.

Online training is a cost-effective and flexible method of learning as it allows employees to access their training materials as and when it’s convenient. It’s self-directed and incorporates text, video, quizzes, and other techniques to help employees retain what they learn.

Textbooks can be a useful go-to for many employees, but retaining information can sometimes be difficult.

Hands-on training encourages the employees to get stuck into a certain task and gain experience as they work while being guided by a supervisor. By learning through experience, it helps employees gain confidence quickly.

This is a one-on-one method that isn’t often used as it can be costly. However, it can be an effective method for training employees in all aspects of a specific task or role.

Usually reserved for conferences or higher-education, lectures are used to teach a large number of students, however don’t offer the chance for student interaction. They can be done digitally or in person.

Group tasks, discussions and activities can be useful to train multiple employees. They can be self-directed, but are usually instructor led.

Role-playing isn’t for everyone, but can be useful in certain situations, such as customer service training. 

This method isn’t commonly used as it can be expensive and is only used by certain professions. It utilizes computers and augmented/virtual reality to simulate scenarios such as training for pilots or doctors.

There are various types of training and development employees can undertake.

This type of training is given to new employees as a way of showing them all the processes and procedures that will be required of them. This is an intensive training method as the employee learns all aspects of their new role. They may learn from various employees around the business, including managers and co-workers.

Job training is used to upskill existing employees, which can be done by senior members of the team, external instructors, or learning platforms.

When an existing employee is looking to progress in their career they’ll need to learn new skills and processes. This is done by senior level colleagues, and potentially institutions or learning platforms.

Refresher training is offered to ensure existing employees have all the relevant and up-to-date knowledge and skills. It isn’t used to upskill employees, but enable them to continue performing in their current role.

With Go1, we offer training courses to fit different learning styles so employees can learn while not interrupting their day-to-day tasks. For more information, book a demo today. 

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A look at the most common learning styles, and how you can approach training and staff development to make sure what’s being taught can be put into practice. Doing this will create a strong culture of learning within your business.

What different learning styles mean for staff training

Upskilling your employees can be difficult to orchestrate as teams reach capacity during working hours and live increasingly busy lives once they’ve clocked off for the day.

Organizing a time and place to train your employees can be near impossible, as there are always other day-to-day tasks that seem to take priority. But offering your employees the opportunity to learn and grow is a vital part of being a supportive employer. So, how can you make that happen?

Flexible online training offers you the chance to boost employee skills in a way that suits both you and them. Courses can be approached in several different ways, which means they don’t have to disturb the daily operations of your business and add unnecessary pressure.

Not only that, but it’s a much more cost-effective way to upskill your employees. Below, we’re going to take you through what online training is, the advantages of online training, and how online training can bring value to your business. 

Online training, sometimes referred to as distance learning or e-learning, is a form of digital education that doesn’t require the student to travel to a place of learning. Instead, the student accesses the course and materials completely online. As such, all they need is access to a computer, laptop, or even just a smartphone, depending on the specific course requirements.

Courses take many forms and can cover just about any topic or subject. From short courses online to longer certifications or degrees, if there’s something you’d like to learn, there’s a high chance there’ll be an online course covering that topic.

Online training has revolutionized learning, as it allows students to learn from the best teachers around the world and not simply rely on those close to home.

There’s a variety of different ways in which training can be delivered, with many courses using a combination of the following:

These different approaches keep the learning process from becoming stagnant, while also ensuring information is retained so it can later be put into practice.

Online courses can be an invaluable tool, allowing you to not only support your employees by facilitating their growth, but also help your business provide a better service to your clients and customers.

Regardless of which industry your business is in, it can be challenging to keep up with changes and developments. Technology is always evolving, processes change and adapt, and new research is produced that means last year’s standard-bearer may be outdated this year.

Additionally, the recruitment process can be long and expensive for any business. It can be far more cost-effective to upskill current employees than to recruit new employees with the skills that are required.

There are many benefits to taking a course online, helping both the employee and employer.

Upskilling while still allowing employees to do their jobs can be a difficult balance, but online staff training allows for that flexibility. While many employees may be close to capacity with their workload, there are always periods of downtime. During those quieter periods, you can take fifteen or thirty minutes here and there to learn online, fitting it in as and when.

This approach means employees can fully focus on their role, while still having the opportunity to learn and not putting themselves under additional pressure.

Not only can students access their training from the office, but also at home or even during the commute. This model allows employees who are keen to develop their skills ample opportunities to do so, as well as remote and hybrid workers who may spend time away from the office.

Students can approach learning at their own pace. When students can tackle learning in a way that suits them best, they’re more likely to retain information and get the most out of the process.

Courses can be taken by any number of employees, all accessing the online training portal at different times. That means each employee can get the same experience, ensuring consistency despite the differences in pace.

Online courses ensure students can engage with course materials by offering variations in how they learn. Videos, infographics, and quizzes switch up the teaching style, helping students engage and retain what they’ve learned.

As previously mentioned, it’s not just your employees who benefit from online learning. Not only do you develop your workforce and encourage growth, but it’s far more cost-effective. And if you’re looking to train a large number of employees, you may find that you can look for a discount and make further savings.

If you’re interested in more information, we have plenty of resources available about all aspects of online learning.

Training platforms will generally be taught using one of two main types: synchronous and asynchronous.

Synchronous learning is tutor-led and often requires students to attend video lectures that occur at a set time. Tutor-led training courses are mainly reserved for full-time or part-time students who can attend these scheduled events.

Asynchronous learning is the most common method used by online platforms, as it allows students to learn in a way that suits them. This way, students can access training alongside their day-to-day role or at other times that are convenient for them.

Asynchronous learning doesn’t mean students learn alone, however. Some online training hubs will offer students the opportunity to communicate and share insights, depending on the type of course.

For more information, check out our post on the benefits of self-directed learning.

Qualities of good online training platforms

Online training providers need to ensure that students are as well equipped as possible to get the most out of the course and the materials. While a course may cover the exact topic you’d like your employees to learn, if the platform isn’t modern, accessible, and intuitive, then the students may struggle.

A good online training center will have features that encourage engagement and make the learning experience as rewarding as possible, including:

Being quick and simple to set up and start

Having a variety of learning tools and resources

Being compatible with SCORM, xAPI, PDF, MS Office, and more

Having simple but thorough administration and reporting capabilities

Providing collaboration and communication tools

Will integrate with your existing programs and processes such as MS Teams and Slack

Having scalability to offer further training as your business grows

Another important feature you may be interested in is the ability to author training materials of your own. There may be industry leaders in your business who want to share insights and training of their own. If this is something your business is interested in, ensure it’s available via your chosen platform.

There are a number of points you should consider when figuring out how to set up online training:

What are your goals as a business, your goals for your employees, and your employees’ goals for themselves?

Can the skills your employees learn through the course be used to improve the business?

Have you made sure you’ve found the right course provider that can offer everything you need?

Does the platform offer asynchronous learning? Are the courses so long they may be overwhelming?

Does the cost reflect the level of training your employees will receive?

In what format will the course be taught? Is there enough variation to ensure students are engaged?

How will the student be assessed at the end of the course? 

As mentioned above, good training platforms should make it easy for both the employer and the employee. That means accessing your platform should be effortless.

Ready to boost your employees’ skills with online learning?

Go1 has helped millions of people across thousands of businesses boost their skills and develop their careers. If you’d like to take a step towards upskilling your employees, book a demo now to see how Go1 can help you. Or, you can subscribe to the Go1 newsletter to stay on top of all the latest L&D trends.

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Online training has never had a higher profile - learn more about this effective and affordable way to help employees acquire valuable new skills.

Boost Employee Skills with Online Training Courses  | Go1

Offering your employees the opportunity to learn and grow is a vital part of being a supportive employer. So, how can you make that happen?

Boost employee skills with online training courses

If you spend enough time in the L&D sphere, you’ll know that it can throw up more jargon, acronyms, and specialist terms than you know how to handle. Try to explain all of these terms to an outsider, and you might be met with a blank stare and quizzically raised shoulders. ‘Blended learning’ and ‘flipped classroom’ fit nicely in this time-honoured L&D tradition. But don’t let this put you off! These methods can be among the most powerful tools in an L&D professional’s arsenal. 

While the phrases are sometimes used interchangeably, blended learning and a flipped classroom are nuanced concepts with distinct meanings. With this in mind, we’ll take you through the difference between blended learning and a flipped classroom, asking what is blended learning, what is a flipped classroom, and, most importantly, which approach is suitable for you?  

At its most basic, blended learning is a fairly self-explanatory term: it encompasses a blend of different learning methodologies, such as online and in-person learning. Where traditional learning is typically expected to take place face-to-face, blended learning offers a more flexible approach by combining in-person and online learning within one course. 

As TeachThought puts it, “Blended learning is an approach to learning that combines face-to-face and online learning experiences. Ideally, each (both online and off) will complement the other by using its particular strengths.” 

Lambda Solutions expands on this definition, adding, “​​Blended learning is a pedagogical or educational approach that combines traditional teaching methods, such as in a classroom setting, with eLearning technology, such as online courses, lectures, presentations, quizzes, games, and more.” 

Put simply, blended learning combines in-person and online learning in a complementary way that utilises the unique benefits of each approach. 

While this is far from a new term (blended learning dates back to at least the early-90s and the days of CD-ROMs as a cutting-edge learning tool), the relevance of blended learning has increased steadily in recent years. In an academic setting, 72% of teachers now say that blended learning increases learner engagement, while 82% of students prefer blended learning to classic teaching environments. 

Similarly, LinkedIn’s 2021 Workplace Learning Report found that 79% of L&D teams expect to spend more time on online learning, and 73% expect to spend less time on instructor-led training. In conjunction, these statistics indicate a shift towards blended learning in many workplaces. 

Blended learning in the workplace has also increased in prevalence with the move to remote working. As ATD puts it, “that’s because blended learning is site agnostic. It doesn’t matter where employees are. Access is seamless and readily available.” Another benefit of this approach is that blended learning can improve accessibility and inclusivity. This is especially important for employees who can't attend in-person events for reasons such as childcare, disability, age, or location. 

Perhaps most importantly, a study into the effectiveness of blended learning found that learners who participated in a blended learning course had an average pass rate of 87.9% compared to a 71.4% pass rate for a traditional classroom. In a workplace context, these statistics generally correlate with higher engagement among employees who use blended learning.

Want to know more about blended learning? Be sure to check out our articles on why blended learning is the future of workplace learning, as well as the benefits of hybrid learning. 

Like blended learning, a flipped classroom is a relatively self-descriptive term. It is a role reversal of the traditional classroom dynamic. Instead of learning first and then being assigned homework, these roles are flipped. As such, learners will study the course material first and then apply this knowledge in a classroom setting (either in-person or virtually). The term ‘flipped classroom’ dates back to the mid-80s. However, the advent of modern technologies has arguably made this method more relevant and impactful than ever before. 

As Lambda Solutions explains in a recent article, “A flipped classroom reverses the traditional teaching role where the lessons are first taught, and then homework is assigned. Instead, the students first study the course material, typically through online lectures, then learn how to implement what they learned in a classroom setting.” 

Or, as Panopto puts it, “the flipped classroom inverts the traditional learning experience. Lectures are shared outside of class time for individual review as homework, and classroom time is reserved for class discussion and interactive projects.” 

There are many benefits to a flipped classroom. For example, this learning style can help make the classroom a more active learning environment, give students more freedom to learn at their own pace, and allow teachers more time to focus on students’ individual needs rather than teaching the class as a whole. 

There is also evidence to suggest that a flipped classroom model has many positive impacts. For example, 71% of teachers indicated that their students’ grades improved after implementing a flipped classroom strategy, while 96% of teachers who have flipped a lesson would recommend that method to others. Again, these results often translate to higher engagement and greater efficiency in a workplace setting. 

In a professional environment, flipped learning can take many forms — from flipped training to flipped onboarding to flipped leadership development. In some workplaces, this might look like an 'emerging leadership' program that provides the necessary concepts and frameworks ahead of time, so that employees understand these before they get to 'classroom time'. Or, you may employ workshops where employees can apply their knowledge to get the most out of the time. 

While this may sound like an intimidating leap into the unknown, flipped learning can be as simple as asking the presenter at your next training event to record and share foundational information beforehand, thereby flipping the script. 

As Clarke Quinn, author of Revolutionize Learning & Development, explains in a recent post advocating flipping learning in the workplace, “performers are good at making decisions when they are well supported. So we should match the task to the tool, and have the tools hold the rote information and support performers through the decision process.” In other words, flipped learning is an excellent strategy to present learners with information when it is most relevant to them and in a way that increases their likelihood of engaging with and retaining that information. 

Essentially, by studying the source material beforehand, students can enter the classroom (or learners can enter the workplace) confident that they have the foundational information needed to participate in activities, solidify their knowledge, and perform at their best. For some, it is simply a more efficient use of learning time. 

To learn more about the benefits of a flipped classroom, check out our article on Flipped learning: a way of the future? 

While blended learning and a flipped classroom overlap in some areas — both utilise digital technologies to facilitate learning, for example — they are distinct concepts with unique benefits and drawbacks. The right approach will vary depending on your specific learning needs and the requirements of your learners. 

So, which one is right for you? Moovly provides an excellent summary of the pros and cons of blended learning and a flipped classroom. They explain, “teachers looking to shift their classroom, with an overall focus on applying theory of knowledge with the full use of technology would generally benefit more from a flipped classroom. On the contrary, a teacher wanting to provide additional support and adhere to Millennials habits would benefit more from blended learning. Simply put, if you want to extend the learning that takes place in your classroom, go for blended learning, and if you want to make more time for practical learning, flip your classroom.” 

Remember, blended learning works collaboratively with the traditional face-to-face classroom approach, while a flipped classroom inverts the typical learning method by placing homework before the lesson. 

To help make an informed decision, it is worth comparing the key benefits of blended learning and a flipped classroom. Some advantages of each approach include: 

Provides significantly more flexibility and accessibility for learners 

Utilises the full potential of modern technologies to enable learning and increase engagement 

Benefits different learning styles by encouraging visual, audio, and interactive learning content 

Allows learners more control by letting them work at their own pace

Can increase the one-on-one time between learners and instructors 

Can make the classroom or workplace a more active and engaging learning environment 

Ultimately, there is no one correct answer. Both approaches can have massive impacts in the appropriate setting. Whether you’re blending your learning or flipping your classroom, the most important thing is that you make a considered decision that accounts for your learners’ unique needs. 

For more insights, be sure to subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

We’ll take you through the difference between blended learning and a flipped classroom, asking what is blended learning, what is a flipped classroom, and, most importantly, which approach is suitable for you?  

Understanding the difference between blended learning and a flipped classroom

With over 7,660 new learning resources added to the Go1 Content library since December 2020, we are excited that the diversity of our digital learning library continues to grow. 

Our improvements, integrations, and resource additions are consistently driven by our goal to provide quality and accessible learning. We have summarised below a handful of the many exciting changes and updates rolled out over the last 12 months. 

Over 7,660 new courses were added to the Go1 Content library 

15 new learning providers from the US, Canada, South Africa, United Kingdom, Ireland, Australia, Italy, Philippines, New Zealand, and France 

Topics ranging from Cyber Security, Resiliency, Learning Agility, Artificial Intelligence to Change Management and much more 

Popular new key playlists including the L&D Emerging Stronger Series and Pride at Work

Renewed content selector tool – making it easier to browse, curate, and share training with your learners effectively 

Playlists continue to grow and develop, mirroring needs, demands, and trends across industries and regions 

Improved methods to assign and manage learning through the Admin Manage feature 

Reporting improvements - duration analytics and the ability to report on team-specific learning under ‘manager’ and ‘learner’ relationships 

﻿Improvements to customization and branding of the sign-in page and 'Welcome' messaging, including the ability to preview changes before applying them

Learning in the flow app integrations with Microsoft Teams, Microsoft Search, Microsoft Viva, and Workplace from Meta 

Audio learning content, allowing you to listen while you work

Smart searching options, including the ability to save learning while browsing, new search suggestions, and new search filters for regions, dialects, and learning competency levels

Learn at your own pace – with playback speed features on video learning resources

Course feedback – helping Go1 provide top quality course recommendations for learners 

A dedicated Customer Implementation team 

Consistently growing and up-skilled Support and CSM teams, across all time zones 

Technology investments for seamless issue and support activity management, across teams 

We've simplified the process for submitting tickets so that you can get help quicker with less effort

This is only the beginning, with the next few months alone bringing more exciting updates to the Go1 platform and content library, so stay tuned for more announcements in the new year. 

Improvements, expansions and integrations. We’re just getting started.

Year in review 2021

Improvements, expansions and integrations. We’re just getting started. Here, we summarise a handful of the many exciting changes and updates rolled out over the last 12 months.

In this conversational, interactive seminar Lauren Waldman, chief learning Scientist and founder of Learning Pirate, is joined by Head of Content Partnerships at Go1, David Hastings and Ed Monk CEO of the Learning and Performing Institute (LPI) in an open discussion on how, when and where we can learn to humanise the workplace in a post-pandemic world.  

The session is part of a series of engaging webinars, covering a ground-breaking piece of research between Learning Pirate, Go1 and Learning and Performance Institute, which delves deep into the state of the current workplace. Through this research they were able to demonstrate that the current workforce is experiencing emotional strain like never before, and unpick the impact that strain can have on leadership who want to do their best by their teams. In this particular webinar, each panellist shares their experiences from the past two years and what they’ve learned along the way to help humanise the workplace, inviting the audience to do the same.  

Learning Live Digital: How, when, and where do we learn the skills to humanise the workplace?

Each topic of discussion began with a question, inviting listeners to reflect on key factors that could contribute to better working environments, starting with what practical personal adjustments employees may have had to make during the pandemic in order to maintain productivity.  

After reading out numerous answers from the chatbox, Ed Monk went on to list key steps the LPI took to humanise their workforce during the pandemic, notably calling out the benefits of implementing mental health first aid training, which created compassion and proximity between co-workers. 

Lauren Waldman brought the audience closer into the fold by getting those dialled on to partake in a psychological experiment, ‘The Stroop Color and Word Test’, (SCWT), a neuropsychological test used to assess the ability to inhibit cognitive interference that occurs when you are tasked with something you are not used to - in this case, calling out the ink colour of the words on screen versus what colour the word implies. The task was not as easy as it seemed.  

Lauren went on to explain the difference between stress and burnout which was well received by listeners, who pointed out they may not have been able to distinguish them. While stress is noticeable due to its physical manifestation, demonstrating hyperactivity and urgency, it is just the pathway to burnout which appears more subtly through disengagement and helplessness leading to a state of emotional and mental exhaustion. 

David Hastings talked of his main learning from working in pandemic times; the importance of empathy. He explained how crucial it is to understand, and accept how others are feeling, even if it might not be how we ourselves might feel in the same situation. To him, this is the key to creating proximity and humanising the workplace.  

The panel ended on yet another open question: should employers make time and space for people to learn at work? The answers were mixed with an overall conclusion that yes, employers should provide their workforce with tools to learn and the time to do so, however there should be balance and trust in the operation in order for it to be a proper success.  

You may also like to read Lauren Waldman's article on how joining forces with our brains can help us to be more emotionally intelligent and empathetic in the workplace.

In this conversational, interactive seminar Lauren Waldman, chief learning Scientist and founder of Learning Pirate, is joined by Head of Content Partnerships at Go1, David Hastings and Ed Munk CEO of the Learning and Performing Institute (LPI) in an open discussion on how, when and where we can learn to humanise the workplace in a post-pandemic world.  

How, when and where do we learn to humanise the workplace?  

Insights from a discussion into how, when and where we can learn to humanise the workplace in a post-pandemic world.  

Connection. Perhaps a year and a half ago it wasn’t something that you were thinking about on a regular basis. Fast forward to the present time and it’s something we’re all looking to do more of and learn how to do better in order to connect with our fellow humans, both in and out of the working environment. 

In a session hosted by the LPI, Edmunk Monk, David Hastings and I had, what I think is safe to say a beautiful exchange of trust, vulnerability and empathy with all the attendees as we shared and learned from one another over the course of the hour. We went in with questions of curiosity and came out with valuable suggestions, practices and insights to move forward with, some of which I’m happy to share with you all reading. 

So what sparked all this great conversation? Well learning of course! And the first part of our time together had us talking about our environments. So let’s explore that a little. 

One of the primary jobs of our brains is to keep us alive and it does so by constantly scanning our environments (both external and internal) but a lot of our working environments changed when we had to work from home. 

Some of these new working environments came with co-workers who needed snacks, diaper changes, help with school, others were pets who needed to be taken out for walks and sometimes insisted on being part of your meetings.  

“The cat made sure to let me know when it was time to stop working and worship him.”

For others, it was quiet, too quiet actually, which came with its own set of new challenges as reintegration back into the workplace began.   

“I've been reluctant to return to busy overcrowded places even though we can”

This is something that is important to stop and acknowledge especially when it comes to how the brain is processing and expending energy.  

While some of the brains above were putting their attentional networks to the test in order to focus and get work done amongst a more chaotic home working environment, other brains had these networks dimmed down. 

Think about that in the contrast of one’s experience. The person with the chaotic environment might be craving the office with different people to engage and socialize with, welcoming that back into their worlds. 

On the other side though are people who went from a less distracted, quieter environment back to a seemingly normal office, only to discover that the brain was going to be processing much more sensory data again. People walking around, having social chats, meetings going on, the sounds of copiers, music, other people working etc. After little to no time amongst people, socializing has become exhausting and, in many cases, overwhelming.  

A hug or a handshake that hadn’t been felt after a year of no physical contact, can flood the system with the neurotransmitter oxytocin, sometimes referred to as the “love hormone” but also is released during social functions as it impacts our bonding behaviour. 

An experience like that, as lovely and welcoming as it is, can also leave one feeling quite tired, as you now understand how much more the brain and body is processing.  

With all this in mind, and knowing that work still needed to get done, I asked the question to our participants, which I’ll encourage you to now take a moment to ask yourself before you continue reading...  

What were some of the biggest adjustments (if any) that you had to make in the environments that you’re working from to maintain productivity?  

When you stop to really think about it, unless this was your normal before, you probably made more accommodations than you realise.  Here are some of the ones which were shared in the session, perhaps you did some of the same:

Created specific spaces which were meant solely for work

Prioritised time to catch up with colleagues, to say hi and talk about things other than work

Taking intentional breaks to get outside for fresh air