Talk about understanding needs.
This week, we’re learning how to effectively allocate resources for training and development. We’ll start with a study of learning itself and the transfer of that learning. Later in the week, we’ll examine some traditional training methods that effectively facilitate learning and transfer, and therein serve as an effective allocation of training resources.
Our discussion this week will begin with an exploration of our individual styles of learning. In addition to knowing what is being trained and how, effective trainers know how individual trainees learn, which is important because there may be several types of learners being trained at the same time. People tend to have one of four types of learning styles, which are outlined in the textbook and table below.
Learning Style Dominant Learning Abilities Learning Characteristics
Diverger Concrete experience
Good at generating ideas, seeing a situation from multiple perspectives, and being aware of meaning and value
Tends to be interested in people, culture, and the arts
Assimilator Abstract conceptualization
Good at inductive reasoning, creating theoretical models, and combining disparate observations into an integrated explanation
Tends to be less concerned with people than with ideas and abstract concepts
Converger Abstract conceptualization
Good at decisiveness, practical application of ideas, and hypothetical deductive reasoning
Prefers dealing with technical tasks rather than interpersonal issues
Accommodator Concrete experience
Good at implementing decisions, carrying out plans, and getting involved in new experiences
Tends to be at ease with people but may be seen as impatient or pushy
Source: Based on D. Kolb, Learning Style Inventory, Version 3.1 (Boston, MA: Hay/McBer Training Resources Group, 2005).
Before writing your first response to this discussion, review the four learning styles in the table above: diverger, assimilator, converger, and accommodator, as well as the associated dominant learning abilities and learning characteristics for each. Next, identify which grouping of learning characteristics in the right column most accurately describes you. Finally, assess whether you also possess the dominant learning abilities that correlate with those learning characteristics.
In your response, share an example of something you’ve learned recently, such as a new procedure or process at work, how to use a new computer program, how to perform a complex task, or even how to take a college course on training and organizational development. Be sure to identify which type of learner you are, or at least identify with the most, and strive to write about how your dominant learning abilities and learning characteristics affected your learning of new information or skills.
Noe, R. A. (2020). Employee training and development (8th ed.). McGraw Hill Education.
Try to make your first post by Wednesday, and remember to reply to your classmate’s posts!