The learning cycle is a useful concept for us because it clarifies that the essential purpose of any development process is to help people learn effectively. Peter Honey and Alan Mumford have identified several 'learning styles' that correspond to the four stages of the learning process. These are:

• The activist, who will tend to concentrate on the doing stage
• The reflector, who tends to be attracted to the thinking and reviewing stage
• The theorist, who will be drawn to the analysing and theorising stage
• The pragmatist, most at home at the testing things out in the testing stage.

There is a good indication that different people have a preference for different learning styles. For example, it has been found that pharmacists tend to show a preference for the reflector and theorist stages. It is important when considering a training programme that it is likely to appeal to a blend of all four styles. That is to say there is sufficient:

• Novelty value and activity for the activists
• Practical application for the pragmatists
• Models to consider for the theorists
• Pacing and gaps between modules to suit the needs of the reflectors.

Understanding about how people learn best can dramatically increase the effectiveness of any training and development activity.