Learning Style Engagement Resource

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Learning Style Engagement

Learning Style Summary Approaches to engage


Activist The Activist Learning Style is 'hands-on', and  Make them Change team members
relies on intuition rather than logic.  Sign them up to be members of Pilot
They use other people's analysis, and prefer groups to go through the change first and
to take a practical, experiential approach. report back their experiences
They are attracted to new challenges and  Involve them in User Acceptance testing
experiences, and to carrying out plans. to trial out the change first
They commonly act on 'gut' instinct rather  Enlist them as Peer Trainers so they
than logical analysis. become the experts first and share their
They will tend to rely on others for new knowledge with the others.
information than carry out their own analysis.
They prefer to work in teams to complete
tasks.
They set targets and actively work in the field
trying different ways to achieve an objective.
This learning style is prevalent and useful in
roles requiring action and initiative.

Reflector Reflectors are able to look at things from  Get feedback in user consultations (group
different perspectives. work)
They are sensitive. They prefer to watch  Members of user groups that can provide
rather than do, tending to gather information feedback (on progress and impact)
and use imagination to solve problems.  Provide ‘how to’ videos, showing how
They are best at viewing concrete situations others do the new work
several different viewpoints.  Match with a peer trainer before asking
They have broad cultural interests and like to them to work on their own
gather information.
They are interested in people, tend to be
imaginative and emotional, and tend to be
strong in the arts.
They prefer to work in groups, to listen with
an open mind and to receive personal
feedback.

Theorist The Theorist learning preference is for a  Provide written communication regarding
concise, logical approach. the how and why of the change (e.g.
To them, ideas and concepts are more Business Case and Change Plan)
important than people.  Provide instruction guides, FAQs, User
They require good clear explanation rather Manuals, background reading,
than practical opportunity. competitor analysis, White Papers,
They excel at understanding wide-ranging historical documents of previous changes
information and organising it a clear logical with similar impact
format.  Provide lecture videos explaining the
They are less focused on people and more change effort
interested in ideas and abstract concepts.
They are more attracted to logically sound
theories than approaches based on practical
value.
In formal learning situations, they prefer
readings, lectures, exploring analytical
models, and having time to think things
through.

Pragmatist People with a Pragmatist learning style can  Provide prototypes to experiment on
solve problems and will use their learning to  Involve in User Acceptance testing to

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Learning Style Engagement

find solutions to practical issues. engage with and find problems


They prefer technical tasks, and are less  Enrol them to help write / create user
concerned with people and interpersonal guides and to create plans
aspects.  Have them run/manage any Trial periods
They are best at finding practical uses for to find and fix problems
ideas and theories.  Recruit them to write FAQs
They can solve problems and make decisions  Employ them to run User Workshops and
by finding solutions to questions and user consultations to gather feedback
problems. and work on solutions
They are more attracted to technical tasks
and problems than social or interpersonal
issues.
They like to experiment with new ideas, to
simulate, and to work with practical
applications.

References:

Honey, P. and Mumford, A. (1986) The Manual of Learning Styles, Peter Honey Associates.

Kolb, D. A. (1984). Experiential learning: Experience as the source of learning and development (Vol.
1). Englewood Cliffs, NJ: Prentice-Hall.

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