1.5 - About University

3. When and how are these personal learning preferences a problem, weakness, or limitation?4. What insights do the answers to items 2 and 3 give you about clicking with some people and experiencing badchemistry with others?5. Think of a practical application (e.g., on-the-job training, a meeting, a communication, coaching others, a learningevent, a team-building session) and use this model to help plan the event in a way that will accommodate the learningstyles 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?Copyright McGraw-Hill 2000. Original purchasers of this book are permitted to photocopy or customize this worksheet by downloading it fromwww.books.mcgraw-hill.com/training/download. The document can then be opened, edited, and printed using Microsoft Word or other word processingsoftware.R ELATED LEADERSHIP TOOLS6.6 Six-Hat Thinking 9.2 Situational Leadership 13.6 Attribution Theory8.1 Conversations 10.7 Getting Participation 14.5 On-Job Training9.1 Leadership Versatility 13.1 Coaching 14.7 Personal PreferencesF OR FURTHER ASSISTANCEHunsaker, Phillip L., and Anthony J. Alessandra. The Art of Managing People: Person-to-Person Skills, Guidelines, andTechniques 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 andTraining Programs. McGraw-Hill, 1999.Kolb, David. Experiential Learning: Experience As the Source of Learning and Development. Prentice Hall, 1984.446 SECTION 14 TOOLS FOR LEARNING