Learning Styles for Effective Executive Learning

Want appreciable returns on investment from the training dollar? Certainly, when training is anchored on performance and learner-centredness. This can take place when Executive Learning is delivered on the foundation of learning styles, leading to higher retention and transfer of learning from the training room to the workplace. There are 2 models of learning styles which we incorporate into our programme formulation and delivery processes: David A Kolb's Experiential Learning Cycle (pictured above) and the Whole Brain Learning model.

We use the Experiential Learning Cycle as it emphasises:
a. that training should provide for the concrete-to-abstract conversion of experience into principles that will anchor improved participant performance
b. that training must allow opportunity for participants to internalise, test and refine learned principles
c. that executive learners don't need an overloading of content, but they need a training programme that comprises learning experiences that are linked closely with workplace performance situations

The Whole Brain Learning model highlights the diversity of learning preferences, determining the way information is received and processed by participants. For instance,
a. Analytical thinkers enjoy factual information and learning gleaned from puzzles,
b. Structural thinkers enjoy having solutions that can be used as models for their real-time situations,
c. Social thinkers enjoy learning from buzz groups and interactivity, while
d. Conceptual thinkers tend to enjoy learning situations that are spontaneous and dynamic.
When used in conjunction with our thinking preference questionnaires, the Whole Brain Learning model allows for greater learner-centredness in programme formulation and delivery. We make a deeper connection is made with participants when they receive information that is optimised for their learning preferences.

When executive training programmes are built on a sound understanding and application of learning styles to emphasise performance and learner-centredness, executive learners find training more meaningful and applicable to the workplace. The spillover effects for their companies will certainly include improved profitability.

Noel Tan
Resident Philosopher
(All text is copyright of Trailblazer Trainers Pte Ltd)
(Image source: http://www.infed.org/biblio/b-explrn.htm)