Learning Aptitude and Learning Orientation: Why It Is Importance

The Importance of Learning Aptitude and Learning Orientation: What Type of Learner Does Corporate Training Help the Most?
Every company should invest its limited resources where it expects to have the greatest return.  One of the biggest training strategy mistakes a corporate training function can make is investing in trying to develop the wrong people. Because of this, our leadership simulation assessments calculate learning aptitude and learning orientation.  If your target audience is not able or willing to learn, you will waste countless hours trying to develop the wrong people.

What is Learning Aptitude?
Learning aptitude refers to the natural ability to learn. It encompasses a blend of cognitive, emotional, and behavioral factors that contribute to how quickly and effectively one learns new information or adapts to new situations.  Understanding learning aptitude can help organizations identify individuals who are best suited for roles requiring rapid upskilling, adaptability, and innovative thinking.

• High Learning Aptitude
  Those with high learning aptitude are generally more agile and capable of keeping pace with changing demands. Above average scorers quickly recognize patterns, absorb new information, and apply it to their jobs.
• Low Learning Aptitude
  Low learning aptitude indicates that an individual may face challenges in acquiring new knowledge, skills, or adapting to new environments and methods quickly. While it does not necessarily reflect low intelligence, it can impact one’s ability to keep pace in settings that require continuous upskilling and flexibility. Below average scorers may require more time recognizing patterns and absorbing new information. They may prefer roles where they have time to process new information and learn at their own pace.

What is Learning Orientation?
Learning orientation refers to one’s approach to learning. It is a mindset that emphasizes the importance of gaining new knowledge, skills, and experiences over time. It is a powerful outlook that prioritizes personal and professional growth. Learning orientation is essential for adaptability and change resilience, especially where skills and knowledge need frequent updating to stay relevant.

• High Learning Orientation
  Individuals with high learning orientation prioritize acquiring knowledge, improving skills, and facing challenges as opportunities for growth. This mindset fosters resilience, adaptability, and long-term success, especially in environments where constant upskilling is essential.

  Above average scorers tend to welcome new ideas and enjoy experimentation. They are often deliberate in practicing new skills and persist for longer.

• Low Learning Orientation
  Low learning orientation is a mindset that places less emphasis on the learning process and continuous development. People with low learning orientation may view learning as a means to an end rather than as an ongoing learning journey. This outlook can lead to a preference for routine, a lower willingness to face challenges, and a limited drive for self-improvement.

  Below average scorers may prefer the status quo rather than trying new things. They tend to be inconsistent in their practice, their interest in learning may fluctuate, and they may give up easily.

Among All Your Employees, Where Will Your Training Efforts Have The Greatest Impact?
We know from training measurement data that learning new skills and changing on-the-job behavior take work.  When a learner does not have the desire to do the demanding work required to reach a new level of performance, training and coaching are futile. If learners are unwilling or unable to put in the effort to improve, what is the point?

A recent analysis highlighted by our microlearning experts of learner preferences by Econsultancy indicates that employees fall into broad categories when it comes to attitudes toward training.  Excluding mandatory training that is required by law and those learners that have enough self-motivation to get what they need without training, 65% of learners range from “Reluctant” to “Eager.”   To engage and change, these learners need to see:

• Career Advancement Opportunities: A clear connection between what is being learned and their own career advancement.
• Performance Benefits: A direct link between learning and relevant individual, team, or organizational performance improvements.
• Adult Learning Designs: Experiential designs that incorporate action learning elements and stimulate thinking.

The Bottom Line
Customized training programs that acknowledge and adapt to diverse learning styles foster a culture of continuous learning and high performance. To cultivate a workforce that can adapt, grow, and excel make sure that your talent management strategy includes the ability to train and coach different learners differently by focusing on what matters most to them.

To learn more about the importance of learning aptitude and learning orientation, download The Top 10 Training Best Practices for Effective Learning