|
| Home | Recruitment & Career Events | Redundancy help | Find a new job | Be your own boss | Training help | Employer & Recruiter Zone | ADVERTISE HERE | About us | Member Login |
What's my learning style?Do you know what your learning style is? Whether you have been used to formal learning programmes or not, finding out about your learning style can also be very important to choosing your study method(s). You may have heard people talking about something called 'blended learning' which is just a way of saying that we can learn from lots of different sources - books, classroom lectures, distance learning packages, DVD's, audio tapes, practicals, case studies, simulations, demonstrations and so on. What you need to find out is what the best blend for you looks like - that's where understanding your learning style fits in essentially. The V.A.R.K Model You can take a free learning styles test on the New Life site or go to sites like V.A.R.K in the directory below. That way you'll discover your learning preferences and strategies for improving your learning. It will help you to understand if you synthesise information best through, for example, visual or written means, by listening or by rolling up your sleeves and getting stuck in. If you prefer listening to information, you might want to buy or borrow some audio books. If you prefer to learn by doing, you could perhaps join practical workshops or volunteer your services for free so you can learn on the job. Most people can learn ‘multi-modally’, i.e. by using all the styles, but may prefer a particular sequence (e.g. read the instructions first, then look at a diagram, then try to practice the skill) or with a particular bias (e.g. more reading or more visual learning from films or videos). There are also SWOT (Study WithOut Tears) tips on the VARK site for retaining information. This is especially useful if you need to take an exam and haven’t any or any recent experience of doing so. What's your learning style? To take our fast, free test online click here. The Honey and Mumford Model Peter Honey and Alan Mumford also identified another type of learning style preference. They maintained that by identifying your preferred style, you could try and apply it to learning new things. Most of us have elements of more than one learning style, so you should think about your strongest and your weakest style to identify how you learn. If you’re able to use your natural style, you’re likely to find learning much easier and quicker. The four categories Honey and Mumford identified are: 1. Activist 2. Reflector 3. Theorist 4. Pragmatist We can't offer these tests online at present but you may be able to do them at your place of work, school or college. Find out from your training manager or Tutor if you can. In the meantime you might recognise yourself from the descriptions. Activists like to be involved in new experiences, tend to be open minded and enthusiastic about new ideas but get bored with actual implementation. They do, however, enjoy getting their sleeves rolled up and doing things. They can be impulsive, tending to act first and consider the consequences afterwards. Activists enjoy working in teams but do tend to hog the limelight. Activists learn most when: • involved in new experiences, problems and opportunities • interacting with others in business games, team tasks, role-playing • thrown in at the deep end with a difficult task • chairing meetings, leading discussions Activists learn least when: • simply listening to lectures or long explanations • reading, writing or thinking by themselves • absorbing and understanding data • precisely following detailed instructions Reflectors prefer to stand back and look at a situation from varying perspectives. They like to collect a variety of information and views, and consider everything thoroughly before coming to any conclusions or making decisions. They enjoy observing others and will listen to their views before joining in and offering their own. Reflectors learn most when: • observing individuals or groups at work • they have the opportunity to review what has happened and thing about what they have learned • producing reports and analyses, performing tasks without tight deadlines Reflectors learn least when: • acting as leader or role-playing in front of others • performing tasks with (in their view) no time to prepare • being thrown in at the deep end • being rushed or pressured by deadlines Theorists like to adapt and integrate observations into complex and logically sound theories, thinking problems through with a precise step-by-step methodology. They can be perfectionists who like to fit things into a rational scheme, being objective and analytical rather than subjective or emotive in their thought processes. Theorists learn most when: • they are put in complex situations where they have to use their skills and knowledge • in structured situations with a clear purpose • offered interesting ideas or concepts even though they are not immediately relevant • they have the opportunity to question and probe ideas behind things Theorists learn least when: • they have to participate in situations that emphasise emotion and feelings • an activity is unstructured or the briefing is poorly executed • they have to carry out tasks without knowing the principles or concepts involved • they feel they’re not on the same wave-length as other group members e.g. with people of very different learning styles Pragmatists are keen to try things out. They want concepts that can be applied to their job. They tend to be impatient with lengthy, abstract discussions and are practical and down to earth. Pragmatists learn most when: • there is an obvious link between the topic and job • they have the opportunity to try out techniques with feedback such as role-playing • they are shown techniques with obvious advantages, e.g. saving time or money • they are shown a model they can copy, e.g. a film or a respected leader Pragmatists learn least when: • there is no obvious or immediate benefit that they can recognise • there is no practice or guidelines on how to do it • there is no apparent pay back to the learning, e.g. shorter meetings • the event or learning is ‘all theory’ with no apparent application Why wasn't I taught this at school? Many people wonder why they weren’t taught how to learn properly when they were at school. Do you recognise yourself and your behaviour, likes and dislikes in any of those examples? Would it have helped you if you had known about learning styles before now? Understanding your preferences in this way can make a world of difference to your ability to learn, and your enjoyment of discovering new skills and information. You could also consider other techniques such as speed reading or learning how to create Mind Maps, popularised by Tony Buzan. Most public libraries can give you access to a range of different study media and so can Adult Education centres. When was the last time you visited and supported your local library? Hurry up, because a lot of them are being forced into closure and that would be a terrible pity. Useful Resources For tips and recommendations of new and secondhand books, audio and visual learning resources vist the New Life Bookshops by clicking on the links below. The New Life Career Management Bookshop - you'll find our top recommendations on perennial classics and brand new titles. The New Life Business Bookshop - find our top reads for business management and for start ups. The New Life Leadership Bookshop - all our favourites, new and old, on becoming a better leader. |
|
| Home|Recruitment & Career Events|Redundancy help|Find a new job|Be your own boss|Training help|Employer & Recruiter Zone|ADVERTISE HERE|About us|Member Login |
Copyright © The New Life Network 2008 Directory Software by 7Soft.co.uk |
