Copyright McGraw-Hill 2000. Original purchasers of this book are permitted to photocopy or customize this worksheet by downloading it from
http://www.books.mcgraw-hill.com/training/download.The document can then be opened, edited, and printed using Microsoft Word or other word processing
software.
RELATED LEADERSHIP TOOLS
6.6 Six-Hat Thinking 9.2 Situational Leadership 13.6 Attribution Theory
8.1 Conversations 10.7 Getting Participation 14.5 On-Job Training
9.1 Leadership Versatility 13.1 Coaching 14.7 Personal Preferences
FOR FURTHER ASSISTANCE
Hunsaker, Phillip L., and Anthony J. Alessandra. The Art of Managing People: Person-to-Person Skills, Guidelines, and
Techniques Every Manager Needs to Guide, Direct, and Motivate the Team.Prentice Hall, 1986.
Klatt, Bruce. The Ultimate Training Workshop Handbook: A Comprehensive Guide to Leading Successful Workshops and
Training Programs.McGraw-Hill, 1999.
Kolb, David. Experiential Learning: Experience As the Source of Learning and Development.Prentice Hall, 1984.
446 SECTION 14 TOOLS FORLEARNING
- When and how are these personal learning preferences a problem, weakness, or limitation?
- What insights do the answers to items 2 and 3 give you about clicking with some people and experiencing bad
chemistry with others? - Think of a practical application (e.g., on-the-job training, a meeting, a communication, coaching others, a learning
event, a team-building session) and use this model to help plan the event in a way that will accommodate the learn-
ing styles of the participants.
Describe the goal of the event or situation:What methods will you use to accommodate the various learning styles?How can you help capitalize on the various strengths and overcome or minimize the limitations of each learning style?