Personal learning style
Each individual has an individual style of learning. Every person learns differently, and there has been much research undertaken regarding how people learn.
Effective learning environments will allow for different learning styles and provide a variety of opportunities and training methods to evoke the best from a trainee. (Jones 2009; pp 477)
This learning style may contribute to the employee’s ability to comprehend the subject matter and apply its content to the workplace.
There are three broad categorised learning styles are described below:
Visual learning style: Visual learners absorb information best if they can see the body language and facial expression such as diagrams, illustrated textbooks, overhead transparencies, videos, flipcharts and hand-outs.
Auditory learning style: Auditory learners can take on information most successfully through listening to lectures, discussions, talking things through and listening to what others have to say. These learners often benefit from reading text aloud and using a tape recorder.
Tactile/Kinaesthetic Learners: Tactile/Kinaesthetic learners absorb information most successfully using a hands-on approach, actively exploring the physical world around them. They may find it hard to sit still for long periods and may become distracted by their need for activity and exploration.
The writer’s personal learning style is visual style, in a way of using pictures, graphics, illustration, graphs and diagrams to elaborate and better understanding of the learning materials.
The writer of this blog prefers learning through researching from various source of information such as websites, articles, government agency’s information sources etc. It is also preferable by the writer of the blog is to get hand-outs of notes and read them thoroughly to understand every bit of provided information accurately.
It is very important for a personal learning style to be effective as per the acquired knowledge towards the goals. There are many ways of achieving your personal development goals and gaining the required knowledge and skills, such as:
- Formal learning;
- Informal learning – working with others, on the job training, trial and error;
- Work based learning;
- Information updates from Industry Skills Council;
- Publications from Vocational and Education Training (“VET“) based organisations;
- Research projects or activities;
- Case studies;
- Shadowing – learning from others by working closely with them in their role;
- Mentoring and coaching – establishing a relationship with a mentor or coach;
- Self-paced, online learning;
- Project work;
- Attending conferences, workshops and seminars;
- Network membership and participation; and
- Researching legislation, standards and codes of practice.
Tips for motivation and success
As Yoda says, “either do, or do not, there is no try”.
Be selective: Choose one key goal for each area of your life e.g. health and fitness, financial matters, relationships and work. Try to have more than 3-4 key goals at any one time as each of them will need to be broken down into achievable steps.
Write it down: When a goal is written down as a SMART (Specific, Measurable, Attainable, Rewarding and Timed) goal, it is more likely to be actioned and therefore achieved.
Talk about it: People who discuss their goals and plans with their buddies or work colleagues, they are more likely to follow through.
Get started: Commit to one small step for each goal first, do it and feel the personal satisfaction-then keep going.
Track your progress: Create a chart, keep track of your progress in a journal or even just in your daily planner and share your success with your fellow friends, family members or with colleagues.
Professional Career Development Plan
The writer of this blog post prefers the professional career development plan or ‘performance appraisal form’ towards the achievable goals and objectives. The writer understands that this format is suitable to determine the goals, evaluate the performance and work on the improvement if required for achieving the ultimate goals.
Career or Job Goals
In developing your career or job goals and objectives, it is useful to use the SMART criteria. This ensures that a system is in place to measure progress within a specified timeframe towards the achievement of a specific objective e.g. as follows:
|Objectives and Goals|
|How is the objective specific?||How to do must?|
|How is the objective measurable?||How to measure or justify that the tasks has been processed towards the goal?|
|How is the objective achievable?||What are the steps should be taken to ensure the work has been done?|
|How is the objective relevant?||How to unite them all together?|
|How is your objective timely?||Regular monitored?|
It is crucial to discuss your personal development goals and plans with relevant personnel, advisors or mentors. If the communication does not happen, then the ideas, plans and needs cannot be expected to be getting any assistance from your organisation, in order to achieve them.
The information in regard to communicate with the relevant professional could be found in your organisation’s Policies and Procedures Manual.
Book for a consultation
For individual support and assistance on turning your resolutions into achievable goals, please contact 1800 808 374 to make a booking for a confidential consultation.
- Cole, Kris (2010) Management Theory and Practice. Pearson Australia Frenchs Forest NSW
- Cole, Kris (2013) Management Theory and Practice 5e. Pearson Australia Frenchs Forest NSW
- Dwyer Judith, (2009) Communication in Business Strategies and Skills 4th Edition. Pearson Australia
Links for images used:
- Personal learning styles: https://horsefulnesstraining.com/improving-your-horsemanship-skills-by-following-your-personal-learning-style/
- SMART image used: https://www.google.com/url?sa=i&url=https%3A%2F%2Fagenciapulso.com.ar%2Fobjetivos-s-m-a-r-t%2F&psig=AOvVaw0UMOrpy0UJ7ipiRwQ8MKyD&ust=1600482988329000&source=images&cd=vfe&ved=0CAMQjB1qFwoTCPjf9fvV8esCFQAAAAAdAAAAABAT