MY “SCIENTIFIC” CONUNDRUM

As human beings, we’re wired to make decisions from the gut. But if we are part of any profession that requires making decisions (cue: nearly every profession), we have a responsibility to inform ourselves of the evidence-based practices in our field, and use that understanding to make decisions. This article explores when we should be deep diving into the principles, and when it’s okay to use our intuition for decision making.

Share This Post

Share on facebook
Share on linkedin
Share on twitter
Share on email

You have probably heard some people insist that they would learn better if only the content was presented to them as a video.

You might have had that fidgety little girl in class who refused to sit down until you gave her something to actually do.

I too often find myself leaning towards content presented in text form over pure audio and video. In fact, I’ve turned down opportunities to learn when something is presented in video or audio form, even if it promises highly relevant and interesting content from a good source. With TED talks, I almost always prefer to read the transcript than watch the video. And for podcasts, I would rather fall back on reading the corresponding blog, if that option is available.

But wait, doesn’t this sound too eerily like an argument for learning styles?

Well, no and yes.

No, since I am not making a case for learning styles.

Yes, because I have used the learning styles example to illustrate my point about individual learner needs.

As a learning practitioner, I love science and the scientific method. When I’m breaking my head over a design-related problem, I turn to science for answers. Google Scholar can yield copious amounts of text in response to every possible question you may have on the problem. And when this gets too much to handle, I look towards research translators in our field who have kindly made the effort to whittle it all down for us to read and understand.

But what of the myriad decisions we make on a day-to-day basis, in terms of health, nutrition, what’s good for the body, what causes the least harm to the environment, and so on? We don’t have the time or the bandwidth to educate ourselves on the latest in scientific research in each area before we make a decision.

Also sometimes, my personal experience tends to be at loggerheads with what the science says. For example:

“Why does it not work for you? It’s a proven method that’s worked 99% of the time!”

“This medicine has been shown to have an efficacy of 97%.”

Alas, I often find myself among the outliers… among those who fall in that 1%, for whom the solution does not work.

So how do I reconcile?

Basically, I follow a two-pronged approach – one for the practitioner (or the designer) and one for the person (the user).

As a practitioner, I continue to diligently follow the scientific approach to the best of my ability, valuing empirical evidence over personal anecdotes. I will continue to look for answers in a systematic way, incorporating new learnings in my work as I go along.

As an individual, I can relax a bit (or a lot), leaning more towards personal experiences and what they have taught me, rather than trying to follow a strictly scientific approach.

So, while I advocate against using learning styles to design any solution, I’m happy as an individual to pick and choose learning that caters to my individual preferences. Until I find a way to marry the two approaches, of course.

Maybe science will provide an answer to that too, in due time.


Written by Srividya Kumar, Co-Founder @ Learnnovators

(Visited 146 times, 1 visits today)

More To Explore

How to Cultivate Resilience in the Workplace
E-Learning

How to Cultivate Resilience in the Workplace

Resilience at work isn’t just about getting through tough times—it’s about learning, growing, and coming out stronger. This blog looks at simple, practical ways to build resilience across your team, from creating a safe, supportive environment to encouraging real connections and open conversations. It also highlights the importance of recognizing growth, even when things don’t go as planned. When resilience becomes part of everyday culture, teams are better prepared to handle whatever comes their way—and keep moving forward.

Empowering Teams Through Trust and Transparency - Learnnovators
E-Learning

Empowering Teams Through Trust and Transparency

Empowering teams starts with a culture built on trust and transparency—not just as ideals, but as daily practices. When people feel trusted and have access to open, honest communication, they’re more likely to take initiative, collaborate, and innovate. This blog explores how trust fosters psychological safety, while transparency enables confident decision-making. Together, they lay the foundation for accountability, creativity, and resilience. Through consistent communication, authentic leadership, and shared purpose, organizations can create a workplace where people feel truly empowered to contribute and grow.

Leading by Example: Why Actions Speak Louder Than Words in Leadership - Learnnovators
E-Learning

Leading by Example: Why Actions Speak Louder Than Words in Leadership

Leadership isn’t about commanding excellence—it’s about demonstrating it. This blog explores why actions speak louder than words, showing how leading by example builds trust, drives accountability, and inspires stronger performance. From seeking feedback regularly—and acting upon it—to promoting work-life balance, it highlights practical ways leaders can shape team culture through consistent, value-driven actions. When leaders walk the talk, they don’t just influence outcomes—they shape mindsets, proving that true leadership is practiced, not proclaimed.

The Impact of Psychological Safety at the Workplace
E-Learning

The Impact of Psychological Safety at the Workplace

Psychological safety is the quiet engine behind strong, high-performing teams. When people feel safe to speak up, ask questions, and admit mistakes without fear of judgment, collaboration thrives and innovation flows more freely. This blog explores how creating a culture of openness—especially in remote and hybrid settings—can lead to faster problem-solving, more learning moments, and deeper team connections. With small, intentional actions, leaders can build a workplace where every voice is valued and growth becomes a shared journey.

E-Learning

Why Humility is a Strength in Leadership

Great leadership isn’t about always having the right answers—it’s about building trust and earning respect. Humility is a powerful but often overlooked trait that strengthens relationships, encourages learning, and promotes teamwork. Humble leaders build credibility by valuing diverse perspectives, sharing credit, and owning their mistakes. By creating an environment where employees feel heard and empowered, they drive innovation and long-term success. Embracing humility doesn’t diminish authority; it enhances leadership effectiveness, making teams more engaged and organizations more resilient. In a world that values confidence, humility stands out as a true leadership superpower.

Develop and Retain Top Talent with Strategic L&D Initiatives
E-Learning

Develop and Retain Top Talent with Strategic L&D Initiatives

Attracting top talent is just the beginning — retaining and growing that talent takes strategy. This blog explores how a strong Learning and Development (L&D) approach can boost engagement, drive internal mobility, and build lasting loyalty. From cross-functional skill-building to leadership development, embedded learning, and meaningful recognition, the piece offers practical ways to turn L&D into a powerful tool for organizational growth. When development becomes part of the culture, people feel empowered to thrive — and your business reaps the rewards.

REQUEST DEMO