Chief Learning Officer Mulqueen, Casey
Learning and development professionals have long known that people learn in different ways. However, it is also true that people behave and respond to others’ behavior in a variety of ways. Ideally, effective learning takes into account both a person’s learning style and behavioral style. Doing so results in improved reinforcement of learning and more effective organizations and teams. For example, for people who concentrate on results, it would be worthwhile to demonstrate specific near-term benefits. Individuals who value facts and logic should be provided with case studies and fact-based support that documents the importance of the learning. People who are communicative and enjoy achieving recognition will be interested in programs that add a personal element. Meanwhile, relationship- or team-building aspects will appeal to learners who naturally advocate such collaborative efforts. It may appear difficult to accommodate different learners, but it is actually readily achievable. A marketing piece, for instance, can contain different components that appeal to people of each behavioral style. Each person with a particular style gets what they need and is motivated to attend, while no one is alienated. It is also important to ensure that post-learning support takes into account different behavioral preferences by offering such things as the ability to post comments and share tips, which can be modified to appeal to people of all behavioral styles.
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So much of learning style is based upon the behavioral styles: D I S C.