By Kyla Nicholson, CHRP Candidate

Typically, when we are communicating in a learning environment we seek to present the information we want to convey in the easiest way possible…but perhaps this isn’t the right approach.

An article in a recent issue of The Economist explored the theory that making knowledge more difficult to digest will ultimately improve learning outcomes.

A recent study by psychologists at Princeton University found that information presented in difficult to read fonts (12-point Comic Sans MS 75% greyscale and 12-point Bodoni MT 75% greyscale) was ultimately more successful in supporting learning, than information presented in the 16 point, black, Arial font which we have all come to recognize through its common use and recognition as “the easiest to read font”. In fact, study participants who read the difficult to read fonts scored over 12% higher than Arial readers on a post-reading knowledge exam. (Although it should be noted that Arial font readers still garnered a respectable average of 72.8%.)

Interestingly, similar results were found when the experiment was tested in high-school lessons including chemistry, physics, English and history. Those students with the difficult to read fonts ultimately scored better.

So, what does this mean for HR professionals who are creating orientation programs, learning events, and training and development content in their organizations? Should we all switch to grey comic sans text, and, if we’re really trying to get our point across, dull the colour down as much as possible? The findings have sparked debate about this on the Internet.

At times, our best intentions to support others to learn new concepts can lead us to break down information to the point where it is (dare I say it?) too easy to digest. The consequence? It’s ignored.

Rather than making overly simplified information more challenging through such sophisticated learning techniques as “causing eye-strain”, could we not challenge people with interesting, relevant, and practical content? Don’t give all the answers, but pose the right questions. Present options. Provide case studies. Go beyond the written word.

In other words, the way I see these findings, the moral really is: we think, therefore we learn.

Kyla Nicholson, CHRP Candidate, is the Manager of Professional Development at BC HRMA. Kyla is committed to providing high-quality learning opportunities that build the capabilities and the organizational impact of HR practitioners. She also sits on the editorial committee and writes for PeopleTalk Magazine.