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Learning Styles Webinars

Training is a critical strategy for every organization's success. It's one of the most important methods each organization has for managing its employees' performance, supporting its product and service quality and developing the talent it needs to continue growing over the long-term.

Diversity Works: An Interactive Exploration into Diversity Awareness

This HRDQ-U webinar, Diversity Works: An Interactive Exploration into Diversity Awareness, is part of our growing library of on-demand webinars. We hope you enjoy watching this content and leave us a comment!

Creating Hyper Stories for Instant Learning

This HRDQ-U webinar, Creating Hyper Stories for Instant Learning, is part of our growing library of on-demand webinars. We hope you enjoy watching this content and leave us a comment!

Brain Strain to Brain Gain: Research Tested Techniques to Improve Student Learning and Retention

In this dynamic session, we'll examine the current brain science about learning and retention, and provide a variety of research-tested activities and techniques to improve learning.

A Disney Inspired Approach to Learning: The Learners’ Declaration of Rights

In this session, a Disney veteran explores Disney learning and engagement strategies to meet the needs your audience.

Motivating New Workplace Initiatives to Achieve Strategic Goals

This webinar will show you how a simple 45-minute session can help you calibrate workplace innovation priorities and quickly (plus elegantly) innovate and design the future of work.

From Order Taker to Trusted Advisor

An Order Taker is someone who takes an order (a request) without providing, or being given the opportunity to provide, consultative feedback or customer advocacy. A Trusted Advisor is someone that has demonstrated they are trustworthy and credible in the field of Learning, and has the confidence of their client.

There’s a hard cost to soft skills – Show your ROL (Return on Learning)!

Written by: William Ryan More than the traditional ROI that focuses on hard, often technical training, a Return on Learning measures the broader cost of the problem.

Between Order and Chaos – Why Today’s Companies Need a New Way to Measure Training Needs

Written by: Scott Provence There is a game I sometimes play to warm up a room full of trainees.

Chaos, Emotions and Accountability

Chaos is beyond our control, but we are responsible for our emotions and accountability. Lou talks about new variations and ideas that can help grow your EQ and improve your ability to behave with accountability.

Evolution of Talent Development – 3 Future Focuses

Written by: Keith Keating I have seen the future, and I want to tell you about it.

Behavior is a Personal Challenge for Each of Us

Explore the wisdom of overcoming cognitive biases, with a focus on the Fundamental Attribution Error in behavioral economics. Learn strategies to improve decision-making

Calculating ROI Should Not Be Overwhelming

written by Jack J.

Managing Up Starts with Managing You

Being seen and known as reputable, credible, and knowledgeable takes action to amplify visibility, voice and value.

Turn that Smile Upside Down—How to use failure, frustration, and lower test scores to predict better learning and results

I was in trouble.

Overview

Everyone has a different style of learning. The same training techniques may not be equally efficient for all. But if leaders and individuals can understand their learning styles, then they can adapt their techniques and training can be more effective. HRDQ offers learning style training events and tools that can help you modify your methods and remain flexible in your approach in order to see great results.

Four Key Learning Styles

Learning is the process of gaining knowledge by means of study, experience, or instruction. It can happen in different ways. It can be formal, informal, active, passive, experiential, or subliminal. Your preference for a particular learning method and how you process new knowledge are related to your personal learning style.

Having knowledge of a preferred learning style puts people in a better position to select learning experiences that suit their style. There are four key learning styles to understand:

Activist.
Activists are people who are active and learn by doing. They have an open-minded approach to learning and involve themselves fully in new experiences. They like to brainstorm and problem solve.
Theorist.
Theorists try to understand the theory behind someone’s actions. They like models, analytics, and facts when engaging in the learning process. They use logic and apply theories.
Pragmatist.
Pragmatists require seeing how learning in practice fits into the real world. They like to experiment and try new techniques to see if they work.
Reflector.
Reflectors learn by observing and reflecting. They prefer to observe and view experiences from a number of different perspectives, then make a conclusion.

If you know what kind of learner you are, it will make it easier to absorb information and know how you can best approach a learning situation. The learning style webinars available from HRDQ-U can help leaders and individuals identify learning styles to maximize efficiency.

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