Memletics learning styles inventory

Learning Styles

When I took the Learning Styles Inventory test, I scored high in two areas: Social (19) and Verbal (17). The first means that I communicate well both verbally and nonverbally with other people. Also, I like doing activities with other people rather than myself. This includes activities for enjoyment, learning and athletics/sports. In terms of learning, I will acquire information best in groups or classes or one-on-one time with a teacher or an instructor. Even if I learn by myself, I will double check my thoughts by seeing if others agree or disagree with them.

Since I learn best socially, it is important for me to see if I can join study groups. Techniques such as role playing, perfect performance scripts, mind maps and systems diagrams are examples of ways to promote my learning.

Organizational learning style will be very helpful as well. In this style of learning, a person reflects and learns with others. These groups commit to setting a specific time aside to think or reflect about the results of the actions taken. Sometimes this is called After Action Reviews. They are merely give-and-takes or conversations that are separated from actually "doing" something.

Also, these organizational learning groups "reflect in action" or include more thought and delivery of ideas when something is actually being done. As they plan their next steps, they are continually thinking. This brings increased time in action development and better overall action results. For example, a business team has created a step-by-step plan to implement a new service for customers. Organizational groups will regularly review what is being learned throughout the process. Organizational learning is increasingly being used in companies that recognize they must enhance their competitive advantage, level of innovation and effectiveness. Learning also increases information sharing, communication, understanding, and the quality of decisions made in organizations. Based on their studies of learning systems in organizations, Nevis et al., conclude that organizational learning has changed companies such as Motorola, Mutual Investment Corporation, and Fiat Auto Company. Federal Express invests significantly in team learning for its quality improvement.

This information shows that I will need to pursue a group learning style both in my university studies and at work. Although most of the decisions at my company are individually based and decided upon by the manager of the department, there are some cross-functional groups being formed to look at long-term decisions. Based on my tendency toward this style of action and learning, it would be beneficial for me to be more proactive about joining one of these groups.

Verbal is the other area I scored high on. Verbal learning style consists of both the written and spoken word -- which links with the social aspect above. This means that I find it easier to express myself both in writing and verbally. Because I like to read and write, I have a strong vocabulary and enjoy "playing with words." I am curious the way that words are used or came about in use. I like trying out new words.

Once again, this verbal learning style works well in conjunction with organizational learning for a couple of reasons. First, a large part of organizational learning is verbal. It consists of people sharing ideas and thoughts in different ways -- written, verbal, diagramming, etc. Similarly, the plans are written, so it is necessary to be able to write well, understand what is written, and then apply what is understood. Many times, plans are written together by several individuals in the group.

Second, individuals who are on organizational learning teams must be effective communicators. They need to get their own ideas across. They need to communicate clearly, succinctly, and consistently. In addition, they must be able to listen to information communicated by others in the group and then take the correct actions on what is learned. This takes advanced listening skills, interpersonal awareness and communication, attention to body language, facial expression and tone of voice.

The bottom line is that organizational learning cannot take place without collaboration, coordination and communication. These are fundamental to the group's success. Karash talks about the fact that "The Learning Organization is about marshaling energy and human spirit to create new works and new capacities." I believe that the learning organization necessitates that the information gained through these action groups must be disseminated throughout the entire organization. This cannot be done, however, just through a written report or, for example, an employee newsletter article.

Rather, the individuals on the learning team must be able to sell the idea to others in the organization who are not part of the group. They have to motivate others to not only accept but to implement the new concept. If a company has decided on a new way of selling a product, for example, everyone involved with the sale of that product must be on board with the new approach. Otherwise, success will be limited.