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The Honey and Mumford learning style was created in 1982 by Peter Honey and Alan Mumford and was an expansion of Kolb's Experiential learning cycle.

Honey and Mumford identified 4 different learning styles; Activists, Reflectors, Theorists, and Pragmatists.

Each style has a different approach to learning, and each has its pros and cons.

By identifying which learning style you are as an individual, you can tailor your work to suit your own understanding and needs, which ultimately will help when pursuing Continuous Professional development.

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Theorists:

Logical learners who enjoy analysing, data, models and concepts. Theorists need to understand the reasoning behind something, as well as principles, and enjoy spotting patterns. Theorists might struggle with their initiative and tend to be more practical.

Reflectors:

Reflectors like to observe and reflect on their own and others experiences. Reflectors like research but can be hesitant to come to a firm conclusion. Reflectors don't have to be 100% correct all the time and enjoy working in a group and independently.

Pragmatics:

Are practical learners who apply new knowledge to real-world situations. They prefer logical approaches, but enjoy putting things into practice. Pragmatists enjoy problem-solving tasks, being methodical and being structured as well as having knowledge that is clear and beneficial.

Abstract concepts are difficult for pragmatics, and they have their own way they do things and struggle to do it any other way.

Activists:

Enjoy experiences and challenges. They are hands-on learners, but aren't concerned with absolute logic, whilst embracing nuance and complexity. Activists don't need detailed instructions, but can follow them if needed.

Activists are practical and enjoy practice-based learning where there’s no shortcuts! They're enthusiastic about new ideas, but need encouragement to take a break and reflect.

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The model, developed by Peter Honey and Alan Mumford learning cycle (1982) identifies the four district learning styles: Activists, Reflectors, Theorists, and Pragmatists. Each style represents a different approach to learning, along with its own strengths and weaknesses. Honey and Mumford considered two drivers of learning styles: doing vs observing, for example, how much we like to learn from 'giving it a go' vs learning outside of the task. for example, whether reflecting on our own activity, or talking to others.

Thinking vs Reality: this is how much we drive towards logical, structured solutions vs. embracing complexity ambiguity. overall, the logical learners seek to understand the underlying principles and theories behind the new ideas. they enjoy models, concepts and model thinking. The reflectors excel in observing and reflecting on experiences, their own and others. The reflectors thrive in situations where they are able to take their time to think things through and work independantly or in small groups.

These practical learners focus on applying new knowledge to real-world situations. Like Theorists, they take a logical approach, but they are much more keen to put things into practice.

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In relation to CPD, understanding learning styles is important for training programs and learning experiences.

Individuals have different preferences for processing and retaining information, CPD can be inclusive and engaging learning environments.

CPD should incorporate a mix of learning styles. This could be group discussions and hands-on activities for Activists, independent research tasks and reflection exercises. Reflectors would be more theoretical and practical with problem-solving tasks for Pragmatists.

By providing a diverse range of learning experiences, CPD can ensure that all learners have an opportunity to learn in their own style and preferences. This helps with knowledge retention, increased motivation, and more effective skill development.

BiteSize Learning (2023). Honey & Mumford Learning Styles, totally explained [with theory diagram]. Available at: https://www.bitesizelearning.co.uk/resources/honey-mumford-learning-styles [Accessed 5 Dec. 2024].

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Honey and Mumford created a learning questionnaire designed to quickly identify a learner's strengths and weaknesses (Gray et al, 2004). This brought about the 4 learning styles which are;

Accommodators or activists learn best by actively doing tasks, engaging in short tasks, implementing plans or experiments, exploring new experiences, and learning through trial and error or taking risks and collaborating or working with others.

Divergers or reflectors learn best by stepping back to listen and observe, gathering and analysing information from different perspectives, understanding the big picture, discussing ideas with others and searching for deeper meaning.

Assimilators or theorists excel at learning by analyzing and planning tasks, critically evaluating data and working independently.

Gray, D., Cundell, S., Hay, D. & O'Neil, J. (2004). Learning through the Workplace. Nelson Thornes: United Kingdom.