Advertising
Advertising

7 Most Efficient Note Taking Methods

7 Most Efficient Note Taking Methods

Whether you are going back to college or have decided to take learning into your own hands, note-taking is a skill that is truly unique.

On the surface, it can seem like jotting down the important points or stating everything word for word. But delving into the world of note-taking begins a realization that there is more to it than that.

So if you feel like your note skills are rusty, or if you didn’t care much about note-taking, here are some note taking methods to help you prepare and succeed in this area.

What to Do Before Note Taking

There are all kinds of strategies and systems in place to be taking notes. Some are more formal methods for taking notes while others are strategies that have helped others in the past. But before jumping into note-taking techniques, there are some things to consider prior to learning:

Adopt a Note Taking Mindset

Even our attitude and behavior plays a factor in our ability to take notes. For example, snacks with high sugar or high salt will impact our ability to pay attention to. This also applies to coffee which – if not consumed in moderation – can impact sleep and your ability to pay attention and focus as well.

In this regard, we can see already how mood can impact our ability to take notes. If we’re not focused or easily distracted, we will have a tougher time putting together accurate notes. But that is a more extreme case.

If you’re someone who doesn’t drink coffee or has a snack before class, attitude can still play a significant role. Think back to classes that you weren’t that excited for or that you were bad at. The only reason those topics are not your strong suit can be chalked up to your attitude.

Think about it:

The topics you excelled at made you feel good and you had a vested interest in. This is no different from other pursuits in your life. Compared to things you lack interest in, it’s clear that you would make no effort to learn about something that you don’t want.

So attitude makes a difference and this logic can be applied to even topics you’re not big on. All you need to do is have a positive attitude, pay attention, and study with a classmate or two.

Advertising

Preparing Before Class

First, if you are taking a formal course, it pays to be prepared. One study by Spies and Wilkin[1] found that law students who read a legal case before getting to class displayed deeper understanding of the material compared to others.

This doesn’t apply to courses where you are assigned reading but in all manner of courses. With plenty of information made available at our fingertips, there is a lot of opportunities for us to learn about the subject before a course or a training session.

This will pay off for you as you’ll spend more time focusing on understanding the tougher aspects of a topic rather than absorbing the information as is.

7 Efficient Note Taking Methods

In Miami University’s public database, there is a course outlining note-taking and active listening [2]. These particular methods are some of the more popular methods for taking notes.

1. The Outline Method

This method is used for simplicity and is one of the easiest methods of taking notes. Anyone can pick up this method and use it with no issues.

When using this method, the idea is to select four or five key points that are going to be covered in a specific lesson. Under those key points, you write more in-depth sub-points based on what is being discussed on those topics.

The idea with this form of note taking is so it doesn’t overwhelm you. But you’ll pay attention in a different manner. In the case of this approach, if you know what’s being discussed, you’ll focus on the important aspects of that topic rather than wonder what’s coming up next.

Use this method in cases where:

  • You want your notes to be organized from the start.
  • To see the relationships between both topics and subtopics.
  • You want to convert the points into questions to quiz yourself on later.

2. The Cornell Method

Developed in the 1950s by Cornell University, this is the most common note taking method around. In fact, the outline method is likely inspired by this method as there are similarities to it.

In this method, you are still using key points, but this method goes deeper into the organizing method. For one, the page is broken into three sections:

Advertising

  • a narrow column called the “cue”
  • a wider column for your actual notes
  • a summary at the bottom

The cue section is the section where you fill out main points, people, potential test questions and more. This section is devoted to helping you recall larger topics and ideas.

The note section is devoted to expanding and explaining those cue points. You still want to summarize them to an extent using headings. When getting into specifics, you want to indent them and use a numbering system, either roman numerals, numbers, or letters.

The summary section is the section you write up at the end summarizing all of the information in a clear sentence or two. You want both the summary and the cue to be simple seeing as your notes are where you want all of the details.

Here’s an example illustrated by Comprehension Hart:[3]

    This method is great if you:

    • Want notes to be organized even further and easier to review.
    • Want to pull out major ideas and concepts quickly.

    3. Mind Mapping Method

    Mind mapping is a method that works for subjects that have interlocking topics or complex and abstract ideas. Chemistry, history, and philosophy are examples where this method shines.

    The use of the map is to serve as a visual aid for how every topic is related to one another. It also allows you to go into detail on particular ideas or topics. An example of this at work is looking at the French Revolution.

    First, you’d start with that concept at the center and then begin branching off that led to events, and people that sparked the French Revolution.

    You can start off with broad general ideas and during the course or when you are reviewing, you can add in sub-concepts to those branches. Things like dates, support facts, concepts that you see between people and events.

    Advertising

    That being said, this method doesn’t apply to  only those kinds of topics. Any kind of topic that you can break into various points can also help as well. Another example can be talking about different forms of learning and using the nodes to discuss each method and what each one is like.

    Learn more about this method here: How to Mind Map: Visualize Your Cluttered Thoughts in 3 Simple Steps

    This type of method for note taking is great for:

    • Visual learners who struggle with studying via notes.
    • For people who need to remember and connect relationships, and events with topics.

    4. Flow Notes Method

    Discussed in a post in College Info Geek,[4] this method is for those who want to maximize active learning in the classroom and save time in reviewing.

    The idea of flow notes is to treat yourself as a student rather than transcribing word for word. In this method, you’ll jot down topics, then start drawing arrows, make doodles, diagrams and graphs to get a general idea out there.

    This method also helps in drawing other bridges and form connections in various fields or within the subject. If some information reminds you of another piece of information or technique, make a note and jot it down.

    Take a look at this video to learn a bit more about this method:

    The only catch with this method is that while it’s great for learning at that moment, you may have a tough time reviewing them later. You may want to pair this method with another method mentioned above.

    5. The Sentence Method

    Another simple method and is a lesser version of flow notes. The idea with this is a simple note-taking. You’re jotting down everything that’s being said to the best of your ability. It’s genuine transcription at it’s finest.

    The problem with this method is that it can be tough to keep up with everything else that’s happening. If you’re writing notes by hand, you will definitely be missing key points and ideas. On a computer, you may be able to keep up, however, you may face challenges still.

    Advertising

    Despite those problems, there are still advantages to this method. Compared to every other method, this provides the most details and information for review:

    • You can still be brief by covering the main points.
    • Your notes are already simplified for you to study and review them immediately.

    6. Charting Method

    Charting notes take the Cornell method and divide a sheet into three columns. Similar to the mind mapping method, this helps you in connecting relationships and facts together between topics.

    This method is a lazier method than the other ones mentioned above but works for the people who want to highlight key pieces of information on various topics and want to organize facts for easy review.

    7. Writing on Slides

    The final method is another strategy for people who can’t be bothered to take extensive notes. This method works well particularly in classes where the instructor provides slides that they’re using for their lectures.

    Whether it’s a handout or you can download them online, all you need to do is print them off and start writing away on them.

    This method is great because it removes a lot of the worry of taking general notes. Since ideas and concepts are already discussed, it’s a matter of expanding those notes already.

    What Note Taking Techniques Are the Best?

    As you may have noticed, each method is good in its own situation. Depending on what you’re learning – and your own preferences – each method has advantages.

    It’s also worth noting that every person learns and studies in a different manner. With this in mind, consider how you study and figure out the method that best compliments it.

    More About Learning Fast

    Featured photo credit: JESHOOTS.COM via unsplash.com

    Reference

    More by this author

    Leon Ho

    Founder & CEO of Lifehack

    What Is Fish Oil Good For And Can It Give You Energy? How Fish Oil Boosts Your Mental Clarity And Brain Power The Ultimate Guide to Prioritizing Your Work And Life The Truth About the Value of Time in Life Coffee Vs Energy Drinks: Why Coffee Gives You A Better Boost

    Trending in Smartcut

    1 50 LinkedIn Influencers To Follow, No Matter Your Industry 2 How to Break Bad Habits (The Only Effective Way) 3 15 Daily Rituals of Highly Successful People 4 10 Best Mechanical Keyboards to Type Faster 5 How Procrastination Makes Time Management Ineffective

    Read Next

    Advertising
    Advertising
    Advertising

    Published on March 1, 2021

    What Is Double Loop Learning And How Is It Valuable?

    What Is Double Loop Learning And How Is It Valuable?

    As someone on the Millennial/Generation X cusp, one of my first memories of a news story was the devastating crash of the Challenger space shuttle. I couldn’t process the severity or the specifics of the event at the time, but looking back, the Challenger explosion represents a heartbreaking example of what can happen when systems fail.

    A part of the shuttle known as the O-ring was faulty. People from NASA knew about it well before the disaster, but NASA employees either ignored the problem—writing it off as not that bad—or were ignored when they tried to alert higher-ups about the issue.[1] This is a tragic example of single-loop learning where organizations focus on what they’re doing without reflecting on how or why they’re doing it, and it’s a recipe for disaster.

    Single and Double-Loop Learning

    Chris Argyris describes the difference between single and double-loop learning with a metaphor. A thermostat that turns on and off when it senses a pre-set temperature is akin to single-loop learning. The thermostat being able to reflect on whether or not it should be set to that temperature in the first place would be more like double-loop learning.[2]

    Imagine the difference if NASA would have encouraged and addressed employees’ questions about how they were doing, what they were doing, and whether or not they should be doing it at all—you’ll start to see how an extra layer of questioning and critical thought can help organizations thrive.

    Single Loop Learning

    Single-loop learning is when planning leads to action, which leads to reflection on those actions and then back to planning, action, and more reflection. Now, you might think that because reflection is involved, single-loop learning would be an effective organizational model. However, because there isn’t room for critical questions that ask why actions are being taken, problems begin to bubble up.

    The Double Bind

    When organizations are operating in single-loop learning, they get stuck in what Argyris calls the Double Bind. Because there’s no value placed on questioning why the team is doing something, team members are either punished for speaking up or punished for not speaking up if something goes wrong down the line.

    Primary Inhibiting Loop

    When an organization is stuck in single-loop learning, the double bind leads to what Argyris calls the primary inhibiting loop. Real learning and growth are inhibited because team members withhold information from each other. This withholding leads to distrust and is difficult to remedy because even if employees attempt to become more forthcoming, lack of trust sours interactions.

    Advertising

    Secondary Inhibiting Loop

    Because information is being withheld, team members play unconscious games (not the fun kind) to protect each other’s feelings. For example, I might try to distract my colleagues from worrying about a problem in our plan by shifting the focus to another project we’re working on that’s going better.

    When you’re stuck in single-loop learning, the organization does whatever it can to continue taking action after action instead of stopping to truly reassess the bigger picture. This leads team members to hide information from each other, which causes distrust and behaviors that try to mask flaws in the organization’s structures and systems.

    Double Loop Learning in Organizations

    A common misconception is that the opposite of single-loop learning involves focusing primarily on people’s feelings and allowing employees to manage themselves. However, the solution for single-loop learning is not about doing the opposite. It’s about adding an extra later of critical analysis—double-loop learning.

    With double-loop learning, questioning why the organization is doing what it’s doing is an organizational value. Instead of moving from planning to action to reflection and back to planning, in double-loop learning, people are encouraged to reflect on why they’re doing what they’re doing. This can help the organization take a step back and reconsider what’s best for all stakeholders instead of being stuck acting and reacting.

    Ultimately, double-loop learning gives team members the time, space, and systems to ask tough questions and have them addressed in meaningful ways.

    Let’s think back to the Challenger disaster. If NASA had created an organization that uses double-loop learning, employees wouldn’t have felt compelled to stay silent, and the employees who did speak up would have influenced the process enough to reconsider the timeline and develop a solution for the O-ring problem.

    Single-loop learning is like a train with no breaks. Double-loop learning provides the extra layer of critical thought that allows the organization to stop and pivot when that’s what’s required.

    Advertising

    Think back to Argyris’ thermostat metaphor. Instead of just reacting—turning on and off when it detects a certain temperature—double-loop learning invites the thermostat to reconsider why it’s doing what it’s doing and how it might do it better.

    How to Shift to Double Loop Learning

    So, how can organizations shift from single to double-loop learning?

    1. Stakeholders Must Level With Each Other

    The first step to shifting from single to double-loop learning is for all stakeholders to sit down and talk openly about their expectations, values, and goals. These sessions should be led by organizational experts to ensure that old single-loop learning habits of distrust, withholding, and game-playing don’t keep people stuck in single-loop learning.

    One of the keys to team members leveling with each other is listening. Focus on creating an environment where everyone can speak up without fear of judgment or punishment.

    2. Create Benchmarks for Lasting Growth and Change

    Old habits die hard, and single-loop learning is no different. If systems, check-ins, benchmarks, and periodic times to reflect and reset aren’t put into place, old habits of withholding and mistrust will likely creep back in. You can guard against this by making it a norm to measure, assess, and improve how new double-loop learning systems are being implemented over time.

    3. Reward Risk-Taking and Critical Feedback

    Double-loop learning requires squeaky wheels. You have to create a culture that rewards criticism, risk-taking, and reflecting on the system as a whole and the reasons the organization does what it does. Think big picture stuff.

    This is about walking the walk. It’s one thing to tell employees to speak up and give their feedback, it’s another thing entirely to have systems in place that make employees feel safe enough to do so.

    Advertising

    Kimberly Scott’s Radical Candor comes to mind as one way to start shifting to a more open and critical environment. Radical Candor is a system that incentivizes employees and managers to start speaking up about things they used to sweep under the rug. It’s a roadmap and a way to assess and improve open and reflective feedback between all stakeholders.

    Double Loop Learning for Individuals

    Double-loop learning isn’t only for organizations. You can also apply Argyris’ ideas to your learning.[3]

    Here’s how that might look:

    1. Level With Yourself and Seek Accountability

    Instead of being stuck in a single-loop learning cycle, break out by adding another layer of critical reflection. Why are you learning what you’re learning? Is it important? Is there another way? Think big picture again.

    Become clear on what you want to learn and how you’re currently trying to learn it. Then, open yourself up to others to keep yourself accountable. Leave the door open to completely shift major details about your learning goals.

    2. Create Benchmarks and Don’t Put Your Head in the Sand

    Just as with organizations, individuals also need to create goals and continuously reflect on whether or not they’re moving toward double-loop learning. Schedule times to meet with the people keeping you accountable for your learning plan. Then, ask yourself whether or not your learning goals still make sense.

    Ask big picture questions. Are you in the right environment to learn? Is your learning plan working? Do you need to change course altogether or shift your goals entirely? If it’s double-loop learning, you can’t be afraid to ask questions about why you’re doing what you’re doing and change course when the need arises.

    Advertising

    3. Value Risk-Taking and Accept Criticism

    You’re also going to need to shift your mindset from simply learning and reflecting to accepting criticism, being critical of yourself as a learner, and taking risks and experiencing discomfort as you ask big questions and make drastic alterations to your learning plan over time.

    Instead of concerning yourself with grades and GPAs, double-loop learning would mean you’re allowing yourself time to step back and analyze why you’re learning what you’re learning, if there’s a better way, and even whether or not you should be on that learning trajectory in the first place.

    Final Thoughts

    Think back to the thermostat example. Doing homework, handing it in, and then receiving a grade is single-loop learning. Thinking about why you’re doing any of that and making appropriate changes that align with your learning goals shifts you into double-loop learning, and that’s a great way to see the bigger picture and get the best results.

    Learning and reflection are two of the most important things when it comes to organizational or personal development. This is why double-loop learning is key if you want yourself or your organization to succeed.

    More Tips on Effective Learning

    Featured photo credit: Cherrydeck via unsplash.com

    Reference

    [1] NPR: Challenger: What Went Wrong
    [2] Harvard Business Review: Double Loop Learning in Organizations
    [3] Journal of Advanced Learning: The role of reflection in single and double-loop learning

    Read Next