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Engage The Trainer's Guide to Learning Styles

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ISBN-10: 1118029437

ISBN-13: 9781118029435

Edition: 2012

Authors: Jeanine O'Neill-Blackwell

List price: $45.00
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Description:

The Trainer's Guide to Learning Styles integrates both the art and science of strong instructional design using learning styles and the activities, tricks, and tips trainers can use to improve skills quickly. Key benefits include: Discover and capitalize on your natural training strengths with the 4MAT Training Style Inventory®; Reach every learning style with brain-based strategies that increase engagement and retention; Liven up any content with activity structures which appeal to all learning style; Warp speed your design with a simple, 4-step learning styles training mode; and Assess your training impact with easy-to-use assessment tools.
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Book details

List price: $45.00
Copyright year: 2012
Publisher: John Wiley & Sons, Limited
Publication date: 5/18/2012
Binding: Paperback
Pages: 384
Size: 7.25" wide x 9.50" long x 0.75" tall
Weight: 1.342

Foreword
Acknowledgments
Introduction
What Are Your Natural Training Strengths?
The Trainer's Strengths
Job of the Trainer
Value of This Book
Let's Get Started: Taking the Training Style Inventory<sup>�</sup> (TRSI<sup>�</sup>)
The Four Training Approaches
Four Trainer Type Assessments
Your Learning Style: What You Look for, You Find
Common Descriptions of Ideal Learning Environments
Your Style: The Four Parts of the Learning Cycle
Summary
Identifying Areas of Opportunity
FAQs
Reflect
Act
The Four Learning Styles in the Room
What Is Learning?
Your Learning Style
The 4MAT<sup>�</sup> Learning Styles
Understanding Your Thinking Map
Thinking Strengths of Each Style
Functional Strengths of Each Style
How Your Training Style Relates to the Needs of Each Learning Style
Summary
FAQs
Reflect
Act
4MAT: The Four Steps of the Learning Cycle
A Brief Tour of the Brain
Brain Research on Learning
The Four Steps
Using the 4MAT Model to Design Learning
The First Step: Engage
The Second Step: Share
The Third Step: Practice
The Fourth Step: Perform
Summary
Reflect
Act
Engage: The Art of Creating Powerful Openings
What Happens in Engage
Focus 1: Gaining Attention by Linking to What Learners Already Know
Focus 2: Using Questions to Provoke Reflection, Generate Dialogue, and Guide the Movement of the Group
Focus 3: Creating a Safe Learning Environment
Five Ways to Enhance Learner Safety While Building a Sense of Community
Summary
Reflect
Act
Examples of Engage Activities
Share: Animating the Learning Content
Two Channels of Delivery: Visual and Verbal
The Verbal Channel: How to Organize Your Lecture
The Visual Channel: Animating Lecture Using Visual Strategies
Animating Lecture with Visual Organizers
Animating Lecture with Powerpoint
Summary
Reflect
Act
Examples of Share Activities
Practice: Building Mastery Through Application
Designing Outcome-Based Practice Activities
Facilitating (Setting Up) Activities Effectively
Observing Application
Coaching and Debriefing
Using Questions to Focus the Learner's Attention
Coaching Assessment Tool
Strategies That Work in Practice
Summary
Reflect
Act
Examples of Practice Activities
Perform: Assessing and Implementing
What You Are Doing
Encouraging Self-Assessment
Gaining Commitment on Future Action
Setting Up a Post-Training Implementation Plan
The 24/7 Rule
Organizing an On-the-Job Support Team
Choosing On-the-Job Coaches
Summary
Reflect
Act
Activities for Perform
Engaging Virtual Training How to Maximize Online Learning Impact
Designing Your Virtual Session
Engage
Share
Practice
Perform
Summary
Reflect
Act
Begin with the End in Mind
Step 1: Clarifying Stakeholder Expectations and Analyzing the Performance Gap
Step 2: Defining the Four Critical Learning Outcomes
Step 3: Working with Subject Matter Experts to Focus Content and Skills Practice
Example: Defining the Outcomes for a Sales Training Course
Engage: Delivering the Value Outcome
Share: Delivering the Knowledge Outcome
Practice: Delivering the Skill Outcome
Perform: Delivering the Adaptation Outcome
Summary
Reflect
Act
Assessment: Integrating Measurement into Training Design and Delivery
Evaluating at Four Levels
"On-the-Way" Versus "At-the-Gate" Assessment
Level 1: Value-Evaluating for Learner Reaction
Level 2: Knowledge-Evaluating Knowledge Gained
Level 3: Skill-Evaluating Skills Gained
Level 4: Adaptation-Evaluating Performance and Business Impact
Summary
Reflect
Act
Case Studies
Aveda
The Center for Creative Leadership
Grundfos Pumps
Holland American Line
Next Steps
Bibliography
Index
About the Author