Login Form
No need to sign up if you have Facebook!
FULL COURSE PACKAGES
MINI COURSE PACKAGES
![]() |
Communication Skills |
![]() |
Motivating People |
![]() |
Professional Business Writing |
![]() |
Professional Sales Questioning |
![]() |
Sales Forecasting |
![]() |
Ten Best Practice Customer Service Techniques |
COMPLETE PACKAGES
![]() |
Retail Excellence series® |
![]() |
Customer Service Excellence series® |
![]() |
Communication Excellence series® |
![]() |
Sales Excellence series® |
![]() |
Call Center Excellence series® |
![]() |
The Presenter-Trainer Package |

Why buy our training course material packages
|
Great value for a small investment |
![]() |
100% customizable |
|
Standalone modules can easily be added to enliven your training material |
|
Get new ideas for activities, exercises and games |
Fun, competitive review game to end on a high note! |
|
|
Download and get it immediately |
My self assessment results
QUIZ NAME | POINTS |
- Last Updated: Saturday, 16 December 2017 13:25
It’s hard enough to engage an entire room of people in a training session, let alone trying to identify and accommodate the different learning styles that are present in the room. It’s very rare that everyone in the room will like to learn the same way. That’s why it’s important to understand how to engage different learning styles to make the most of your training session and to ensure that the most learning has taken place. In this article, we’ll give you a few ideas on how to engage with training participants who have different learning styles.
Visual Learners
Working with visual learners is easy: most training programs have slide decks, videos, and demonstrations that they can get involved in using. Visual learners like to be able to see something before they try it.
Auditory Learners
Engaging auditory learners is pretty simple: they like to listen to instructions, hear songs, listen to audiobooks, and being read to while you are presenting a slide deck to the group.
Kinesthetic Learners
Engaging these “hands-on” type of learners is easy to do: give them something to do, make, create, play with, touch. They get valuable information from doing things, not just seeing and hearing it.
Verbal Learners
This is your group of people who need to talk things through to make meaning of a concept. They like to discuss ideas with fellow participants, they’ll ask a lot of question and reiterate what you’ve said to make sense of the information for themselves. Keep these learners engaged with lots of verbal communication.
Logical Learners
Engage logical learners by giving them problems to solve and keeping their brains busy. They like to reason with information, enjoy multiple choice questions, and want to understand the why of something.
Social Learners
You can engage social learners by using group activities, group presentations, group problem-solving exercises and more. Any activity that brings the group together will help social learners make meaning for themselves through a variety of lenses they will get from their peers.
Independent Learners
You’ll always have a few independent learners in your training sessions. These are the quiet, “get work done” kind of people who like to reflect and take things in before they decide how to use the information. You can engage this type of learning by providing independent exercises, writing time, and individual testing.
Use a Variety of Teaching Methods
The trick to engaging the most substantial number of participants as possible is to use a variety of teaching and learning methods. If you are running a training session on leadership, try using a combination of these approaches:
● Group work for social learners
● Written reflection for independent learners
● Videos for visual learners
● Reading aloud for auditory learners
● Creating charts for kinesthetic learners
● Question periods for verbal learners
● Case studies for logical learners
All of these teaching tools can be incorporated into every training session you lead. Whether you are running a half day or full day session, you will have lots of time to ensure that everyone in the training session gets what they need from it with when you engage various learning styles at a time.
Related articles >>
Defining Lateral thinking,parallel thinking , creativity and innovation
What is Lateral Thinking ?The term Lateral Thinking was invented by Dr. Edward de Bono in 1967 and is defined by the Oxford English Dictionary as “ a way of thinking which seeks the solution to ...
2012-02-26 13:40:35
Creativity, Problem solving , Decision making & Lateral Thinking
Defining Lateral thinking / Parallel thinking / Creativity & innovationClearing out the confusion, this article clearly explains the differences between parellel, lateral thinking as well as ...
2013-02-10 13:55:27
8 Blocks to Creative Thinking
Beware of the following 8 blocks , these are the main stumbling blocks that hold us back from getting in touch with our innate creativity. Remember! we are all creative. but in addition to the ...
2012-02-26 12:26:32
De Bono's 6 thinking hats
Dr Edward de Bono studied medicine at Christ Church, Oxford, where he gained an honours degree in psychology and physiology. He also holds a PhD from Cambridge and has held appointments at the ...
2012-02-26 08:23:00
Force Field Analysis
A Decision Making tool Force-Field Analysis is a tool for studying a situation that you want to change. The method was first described by Kurt Lewin and is based on the observations ...
2012-02-27 19:57:55
Brainstorming Ground rules
For a brainstorming session to be successful, some ground rules should be set and followed by the group, when we say ground rules here we do not mean putting any restrictions on the solutions the ...
2012-02-26 10:54:18
SCAMMPERR - As a creativity tool
Michael Michalko is a creativity expert who leads creative-thinking workshops, seminars and sessions for clients around the world. After leaving military service, he applied the creative-thinking ...
2012-02-26 18:55:35
Fishbone / Cause & Effect Diagrams
This is a simple yet powerful method of visually recording possible causes and relating effect. These help detailed investigation of processes responsible for quality problems.They provide a ...
2012-02-27 18:08:10
Check out some of our latest training course material packages
No need to sign up if you have Facebook!
Training Articles
Practical new sales staff ...
The following are some handy tips for sales managers on how to manage and motivate ...
Read details5 Steps to feel better when ...
This article outlines five ways that can help you to be more ...
Read detailsMaking the best use of your ...
If you reflect on how well you use your time you may have noticed that the quality of ...
Read detailsGet all available programs and save !!
For only $2995.95
![]() |
+ | ![]() |
30 Full Courses | 6 Mini Courses |
Most Popular Articles
Practical new sales staff ...
The following are some handy tips for sales managers on how to manage and motivate ...
Read details5 Steps to feel better when ...
This article outlines five ways that can help you to be more ...
Read detailsMaking the best use of your ...
If you reflect on how well you use your time you may have noticed that the quality of ...
Read details