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Learning Styles Webinars

Why the DISC Letters Have Failed Us…But the Styles Could Change Everything

Written by: Merrick Rosenberg Models of behavior and personality go back thousands of years to the ancient Greek and Chinese civilizations.

5 Tips for Keeping Virtual Learners Engaged

Teachers affect eternity, no one can tell where their influence stops.

Can Virtual Learning Be as Effective as the Classroom?

You may be wondering .

Using a New Learning Model to Flip ZOOM and Rev-up Group Learning

As everyone transitioned to working remotely, we all became very familiar with web conferencing platforms like Zoom and WebEx. We also discovered how much energy it takes to be on camera for hours and hours every day. Many L&D specialists are rediscovering distance learning techniques including the "Flipped Learning" model.

A Glorious Three-Hour Production

There is a 3D movie at the Disney theme park where I was a stage manager for Disney-MGM Studios (now called Disney’s Hollywood Studios).

Microlearning – It’s still learning!

Microlearning brings to mind short videos and small e-learning modules, but we need to understand that we are supporting performance.

Learning and Development Must Focus on Results: Seven Disasters to Avoid

Everyone can agree that learning is crucial to the success of any organization.

Giving participant’s their ‘just desserts’ by closing with impact!

In reality, a great dessert can help to complete a successful meal.

A spoonful of Learnertainment® helps the medicine go down

In this insightful webinar, explore the Disney-inspired engagement strategies that blend learning and entertainment.

What Does a Learning Mindset Look Like?

Discover what a learning mindset looks like in successful leaders and learn how to incorporate it into your own life in this blog.

Interactive and Stimulating Learning Events – A Training Program Synopsis

Written by: Bob Lucas A Sample Brain-Based Learning Event The following is a synopsis of a training program I created and conducted using brain-based learning theory.

Creating Interactive and Stimulating Learning Events

Written by: Bob Lucas Creating interactive and stimulating learning events is essential in an age where organizations and individuals are striving to do more with less.

Why Soft Skills Are Essential

Written by: Cranla Warren Ph.

The Challenge of Global Diversity: Cross Cultural Competence for a Rapidly Shrinking Planet

For every car GM sold in China in 2004, it sold 10 in the United States.

4 Steps to Foster a Positive Shift in Organizational Behavior

Even though 25 years of organizational research indicates that individual behaviors are hardwired by the time employees enter the workforce, you can shift organizational behaviors to support team development, alignment to the business case for change and new strategic business objectives.

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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