Whats My Learning Style Assessment Sample Report by HRDQ

Online Report

REPORT PREPARED FOR:

CHARYL LEISTER February 19, 2009

hat’s My Learning Style? offers an accurate and reliable way to quickly identify your learning style. It will help you understand the various forms of learning, identify the learning styles of others, and learn how to use

your style to improve learning. This report presents your results from the What’s My Learning Style? assessment.

HRDQ 2002 Renaissance Boulevard, #100 King of Prussia, PA 19406-2756 800.633.4533 HRDQ

Whatâ&#x20AC;&#x2122;s My Learning Style? Online Report

Your Learning Style Profile

Direct

Spirited

Considerate

Systematic

Your learning style comes through whether or not you are aware of it. The style that you use most often is called your dominant style. Dominant styles are typically indicated by scores of 9 or higher.

My dominant style is: Considerate

What’s My Learning Style? Online Report

What Is Learning Style? Learning Style is comprised of two components: the way an individual takes in and processes information and how he or she feels and responds to a learning situation. It is an individual’s particular preference for these components that defines his or her learning style. Understanding your individual learning style is key to maximizing your learning. Your awareness of your style can help you approach all types of learning experiences in a way that feels comfortable. It also allows you to adapt learning that is presented to you so that it more closely resembles your preferred style. In addition, when others are aware of your style, they too can help to maximize your learning by offering learning experiences that include your style preferences.

Four Learning Styles What’s My Learning Style? focuses on learning style in terms of four dimensions: assertiveness, expressiveness, action vs. thinking orientation, and independent learning as opposed to learning with others. Assertiveness is the effort that a person makes to influence or control the thoughts or actions of others. People who are assertive tell others how things should be. They are task-oriented, active, and confident. People who are less assertive ask others how things should be. They are process-oriented, deliberate, and attentive. Expressiveness is the effort that a person makes to control his or her emotions and feelings when relating to others. People who are expressive display their emotions. They are versatile, sociable, and demonstrative. People who are not expressive control their emotions. They are focused, independent, and private. The orientations toward thinking or action describe how a person prefers to take part in learning. The Thinking Orientation promotes time for reflection, and the Action Orientation lends itself to hands-on activity. Each of the four learning styles can be described based on the degree of assertiveness, expressiveness, orientation to learning, and preference for learning with or without others.

Direct

High Assertiveness, Low Expressiveness

Spirited

High Assertiveness, High Expressiveness

Learns well independently, action-oriented.

Learns well with others, action-oriented.

Considerate =

Low Assertiveness, High Expressiveness Learns well with others, thinking-oriented.

Systematic =

Low Assertiveness, Low Expressiveness Learns well independently, thinking-oriented.

Although all the learning styles have the ability to learn independently or with others, the Direct and Systematic Styles, based on their behavior preferences, have a natural inclination for independent learning. The Spirited and Considerate Styles prefer to learn with others. Copyright © 2006, 2008 HRDQ. All rights reserved. www.HRDQ.com

What’s My Learning Style? Online Report

Is There a Best Learning Style? No learning style is considered better or more effective than any other learning style. Instead, what matters is capitalizing on your style strengths to make the most out of every learning opportunity. For example, if you are attending a lecture (Direct style), but you have a Considerate learning style, you might consider using break time to journal some of your thoughts. However, by remaining always in your “style comfort zone,” you tend to hinder your potential for achievement. It’s better if you are able to function and learn using a variety of styles. For example, the facilitator you’re working with today needs to be skilled at using a Systematic learning style to organize and design the training program. He or she must also use a Considerate learning style to understand the emotions that might surface from the topics and activities in which you have participated. To maximize learning, you need to not only become aware of and use your preferred learning style(s), but you should also make an effort to build your skills in your less-preferred learning style(s). Suggestions for doing this include:

Participating in learning events that use your less preferred instructional method.

Challenge yourself to use skills that you normally would not (e.g., reflective journal writing or experimenting with something instead of reading about it).

Whatâ&#x20AC;&#x2122;s My Learning Style? Online Report

Learning Style Strengths Each of the four learning styles has particular characteristics that support learning. Knowledge of your strengths allows you to draw on them as needed and to find situations in which your strengths are a benefit. Directions: Place a checkmark beside each behavior that best describes your behavior. Use the lines below

to list additional positive behaviors you demonstrate.

Direct People with a Direct learning style like to take charge of their own learning. They prefer to be in control of what and when they will learn and are terrific independent learners. Direct learners arrive quickly at the learning point and remain on task when learning something new. They are motivated to learn what needs to be learned and then move on. They often prefer tests over other methods to evaluate their knowledge as long as they know what will be tested.

q Takes charge of own learning

q Motivated to learn

q Doesn't procrastinate

q Focuses on the main point

Others: ______________________________________________________________________ ____________________________________________________________________________

Spirited People with a Spirited learning style are enthusiastic about learning. They enjoy learning in a group setting and excel when working in teams. The Spirited learner prefers hands-on activities to those that require reflection. For example, a Spirited individual would much rather conduct field work or an experiment than write a report. Showing their assertive side, they will individually search out new learning experiences for the sake of learning something new. When they do learn new things, they enjoy sharing them with others.

q Enjoys exploration and adventure

q Learns well through informal methods

q Enthusiastic about learning

q Looks for new learning experiences

Others: ____________________________________________________________________ ___________________________________________________________________________

Whatâ&#x20AC;&#x2122;s My Learning Style? Online Report

Learning Style Strengths,

Continued

Considerate People with a Considerate learning style are happiest in group learning situations where they can share the experience. Although they may not be the most vocal participants, they are active listeners and are very good at processing diverse learning points. The Considerate learner is more thinking-oriented, preferring to watch, listen, and reflect upon the experience. They also tend to consider feelings and emotions when learning, seeking to understand how it makes them feel or what impact the learning might have on themselves or others.

q Learns well in a group

q Takes time for reflection

q Listens actively

q Considers feelings and emotions

Others: _______________________________________________________________________ ____________________________________________________________________________ _

Systematic People with a Systematic learning style place emphasis on analysis, logic, and reflection. Being more thinking-oriented, they often prefer reading or research to hands-on activities. Material and information presented in an organized manner make more of an impact on Systematic learners. They are adept at taking new information and finding connections and links to previous learning. Systematic learners prefer to learn independently. Most group activities are not appealing to this type of learner as they do not provide them with enough time for reflection.

q Uses highly organized systems for learning

q Takes investigative approach to learning

q Pays attention to details

q Finds connections between learnings

Others:

What’s My Learning Style? Online Report

Learning Style Trouble Spots Each learning style has its strengths. However, when used in excess, a style strength can become a detriment. Overuse of one particular strength weakens your ability and opportunity to learn in other ways. Understanding where your trouble spots lie is an important step in overcoming them. The chart below shows some of the extremes for each style. As you read through them, do you recognize some of your own trouble spots? Directions: Place a checkmark beside each trouble spot that describes your behavior. Use the lines below

to list any other potential trouble spots you tend to exhibit.

Direct Direct learners sometimes pass on learning opportunities because they don’t immediately see the value or necessity. They also have a tendency to move too quickly through a learning experience and miss out on important reflection time. Direct learners can place too much emphasis on competition. This focus creates an atmosphere of undue stress and tension for themselves and others. They also have a tendency to remain emotionally detached and thus they sometimes just “go through the motions” of learning.

q Resists taking time for reflection

q Overly competitive

q Rushes the experience

q Disregards feelings and emotions

Others: ______________________________________________________________________ ____________________________________________________________________________

Spirited Spirited learners can have difficulty learning in ways that are not action-oriented or hands-on. They also struggle to learn in highly structured situations and with too many constraints, which suppresses their need for adventure and exploration. Their strong desire to learn with others tends to make them poor independent learners. In their exuberance they may fail to notice important details and miss key points. Spirited learners often neglect to reflect upon their learning as they are already seeking the next experience.

q Struggles with structured learning

q Overly zealous and misses key points

q Has difficulty learning independently

q Doesn't complete learning before moving to next experience

Others: ______________________________________________________________________ ____________________________________________________________________________

Whatâ&#x20AC;&#x2122;s My Learning Style? Online Report

Learning Style Trouble Spots,

Continued

Considerate Considerate learners can spend too much time contemplating how they feel about what they are learning. They also have a tendency to want to hear from everyone in a group before sharing their own views. This could be a strategy to redirect attention or just a consequence of placing too much focus on emotions and feelings. Considerate learners find it difficult to work independently. They rely so much on the input of others, they become paralyzed when working alone.

q Slow at completing tasks individually

q Spends too much time processing

q Always wants to hear everyone else

q Overly focused on personal reactions to learning

Others: ______________________________________________________________________ ____________________________________________________________________________

Systematic Systematic learners can get so bogged down with the details that they never get at the heart of the learning. They also have a tendency to overanalyze, which can create more questions than answers. Their need for organization often sends them on a tangent in an effort to organize their learning. Informal learning, such as trial and error, can be frustrating for them. Systematic learners place accuracy and logic ahead of feelings and emotion, which tends to detach them from others.

q Frustrated by disorganization

q Overly analytical

q Wastes time on minor points

q Has difficulty learning informally

Others: ______________________________________________________________________ _____________________________________________________________________________

What’s My Learning Style? Online Report

Learning Styles At a Glance

Verbal Cues

Preferred Method of Instruction

Key Words

“Let's get started immediately.”

Instruction that offers competition or the opportunity to select the learning topic and/or format. The Direct learner might enjoy a competitive game or the flexibility of a self-directed project.

Control

Instruction that offers an opportunity to be adventurous and explore the possibilities. The Spirited learner might enjoy outdoor adventure learning programs or group simulations.

Excitement

Instruction that allows time for reflection. The Considerate learner might enjoy journal writing to increase self-awareness and personal growth, or engaging in a small group discussion.

Emotion and Feelings

Instruction that is presented in an accurate and straightforward manner. The Systematic learner might enjoy a lecture or a structured self-study experience.

Logic

“What is the most important thing I need to know?”

DIRECT

“I want to learn more about that!” “Let’s try it out!”

SPIRITED

“I can imagine how that feels.” “I felt the same way when I learned that.”

CONSIDERATE

“Let me see if I understand correctly what you are saying.” “I see that there is a pattern forming here.”

SYSTEMATIC

Competition Action-Oriented Learns well independently

Exploration Action-Oriented Learns well with others

Active Listening Thinking-Oriented Learns well with others

Organization Thinking-Oriented Learns well independently

What’s My Learning Style? Online Report

Applying What You've Learned What’s My Learning Style? has provided you with insight into how you learn through language, body movement, and personal space. This information will be most useful if you plan to improve your skills by emphasizing your strengths, controlling your trouble spots, and learning how to “flex” your style. Use the following questions to reflect on what you have learned and to develop a plan to improve your interactions with others:

1. What are you going to do with this newly discovered knowledge of your learning style?

2. What are some possible consequences of not building skill in your less-preferred learning style(s)?

3. What are some positive applications of building skill in your less-preferred learning style(s)?

4. What is your strategy for increasing your skill in your less-preferred learning style(s)?

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HRDQ is a trusted developer of soft-skills learning solutions that help to improve the performance of individuals, teams,

and organizations. We offer a wide range of resources and services, from ready-to-train assessments and hands-on games, to facilitator certification, custom development, and more. Our primary audience includes corporate trainers, human resource professionals, educational institutions, and independent consultants who look to us for research-based solutions to develop key skills such as leadership, communication, coaching, and team building. At HRDQ, we believe an experiential approach is the best catalyst for adult learning. Our unique Experiential Learning Model has been the core of what we do for more than 30 years. Combining the best of organizational learning theory and proven facilitation methods with an appreciation for adult learning styles, our philosophy initiates and inspires lasting change.