How do you balance different learning styles on your team?

The 4MAT system works well. Why What How What if and What Then If your training content reflects to respond to these in sequence and so does your training delivery it will be a full circle. Usually due to stringent timelines and requests training units usually focus on What and some aspect of How. This also pertains to these learner types. The Why Leaner is more keen to know why he/she needs to learn The What learner is more keen to know what he/she will learn The How Learner is more keen to practice and learn by doing. Or How the learning needs to be applied. The What if and What Then Learner are my favourites. They are ahead of the crowd. They want to know the loopholes or scenarios where things may fail.

Each DISC personality type has its own learning preferences: - People with D personalities tend to be confident and place an emphasis on accomplishing bottom-line results. Training must be practical and fast-paced to stimulate them. - People with i personalities tend to be more open and place an emphasis on relationships and influencing or persuading others. Training must be fun, motivating and involve them. - People with S personalities tend to be dependable and place the emphasis on cooperation and sincerity. Training must be an opportunity for creating relationship. - People with C personalities tend to place the emphasis on quality, accuracy, expertise, and competency. Training must be precise and well organized.

Discover your team's learning styles: ? Assess with VARK or Kolb. ? Identify dominant styles. ? Recognize secondary styles. ? Understand strengths and weaknesses. ? Customize training, feedback and coaching. To balance different learning styles on your team: ? Identify learning styles. ? Customize materials. ? Provide options. ? Encourage collaboration. ? Seek regular feedback. ? Stay flexible. ? Promote self-directed learning. ? Educate about learning styles. ? Assess and reflect. ? Continuously improve.

In my experience, mixing learning methods is like planning a delicious banquet for your friends and family. You wouldn't just serve everyone plain bread, right? You would cater to different taste (and in this case, learning styles! One thing I've found helpful, don't just guess what your team likes to eat (I mean learn)! Ask them! Conduct a quick learning style assessment to understand their preferences. This personalised approach ensures you're serving the right learning methods to keep your team engaged and eager to learn more!

? Visual aids for visual learners. ? Audio recordings for auditory learners. ? Written materials for reading/writing learners. ? Hands-on activities for kinesthetic learners.

We implement a peer learning session in our talent acquisition weekly meetings. We have a different member from our team share a topic and presentation with the group. This is designed to share their knowledge and stay up to date on all talent acquisition, market dynamics and feedback. We extend our weekly meetings to expand additional topics and call these enhanced sessions “Talent Topic Tuesdays”, now moved the Thursdays and held monthly.

The best mentor is not the smartest, most experienced, or most educated individual. The best mentor takes a genuine interest in facilitating a mentee to become the best possible version of them self. Allowing others to shine is the best attribute of leadership. Through a real connection, mentors can encourage young professionals to show up every day and be the best. It is up to the mentee to decide if they will rise to the occasion or fall through the cracks.

? Offer channels for sharing knowledge. ? Pair team members with different learning styles. ? Set up a mentoring program for tips and advice. ? Encourage learning from each other's strengths. ? Overcome shortcomings through collaboration.

? Avoid forcing a one-size-fits-all approach. ? Acknowledge and accommodate differences. ? Offer flexibility and choice in tasks. ? Allow working at one's own pace and style. ? Provide necessary resources and support.

? Don't assume one approach fits all. ? Monitor progress and performance. ? Solicit feedback and input. ? Be open to trying new methods. ? Aim for continuous improvement.

Balancing different learning styles on a team hinges on a leader's evocative communication skills. By adeptly expressing ideas and directions, a leader can cater to diverse preferences. Here’s how: Key Messages: Tailor messages to be clear and accessible, ensuring they resonate with various learners. Emotions: Connect emotionally, recognizing that feelings can be a powerful tool in reinforcing learning. Symbols: Employ visual aids and symbols that appeal to visual learners and create common reference points. Stories: Use storytelling to engage and illustrate concepts, which can be particularly effective for auditory and kinesthetic learners.