The document provides guidance on training "extreme learners" - learners who may be hyperimpulsive, hypervisual, hyperdistractible or hyperactive. It introduces personas representing these types of learners and recommends training approaches to accommodate their unique styles. The personas describe challenges specific learners may face and what works best for them. Overall, the document aims to help identify difficult learner types and design effective customized training.
"Teacher, what does teacher-student dialogue usually look like?"
Teacher: Teacher-student dialogue in classrooms often involves the teacher asking a closed question with a single correct answer, a student attempting to answer, and the teacher evaluating if the answer is right or wrong. This type of dialogue is often called an Initiation-Response-Evaluation or IRE sequence. Some key features include:
- Questions are usually known-answer questions looking for a single correct response
- Students are called on one at a time to answer
- Answers are often short, one-word responses
- Feedback is usually just right or wrong rather than extending the thinking
- There is limited discussion or follow up questions to probe student understanding
This document outlines the technique of positive framing to correct student behavior. It discusses six rules for positive framing: 1) live in the now, 2) assume the best, 3) allow plausible anonymity, 4) build momentum and narrate the positive, 5) challenge students, and 6) talk expectations and aspirations. The goal is to frame corrections and praise in a positive manner that guides students to improved learning and behavior.
A learning community is a group that shares common interests, discourse, tools for building knowledge, and valued activities. It can refer to groups of students taking classes together or a school where teachers work collaboratively towards the common goal of student learning. Key aspects of a professional learning community in a school include collaborative teams of teachers, a shared vision focused on student learning, and collective inquiry into better practices.
Just like friends and family, your employees, coworkers and clients have inherent personality traits and learning styles. All of these folks can be fairly typical learners—those who fall into the broad categories of visual, auditory, or kinesthetic learners—or they can be extreme learners. What’s an extreme learner? Think hyperimpulsive, hypersensory, hypervisual, hyperdistractible and even hyperactive! Here’s our take on successfully training these difficult-to-reach learners by characterizing and accommodating their unique learning styles through personas.
Don’t just slap a Band-Aid® on your old training programs—choose a fresh and exciting approach to bridge the gap between traditional learning modalities and newly developed training philosophies of Certification, Retention, and Response. These real-world applications will serve to maximize training flexibility for your business while providing an engaging learning environment for your employees.
You’ll also learn about leveraging technology to tie it all together to better prepare your employees to provide assistance in the event they are called upon in an emergency.
Join us for some insightful tips that will help you navigate your way through the maze of first aid and CPR Training so your employees are ready to step up in an emergency. For more information go to http://news.hsi.com/mediccpr
1) The document discusses underachieving GCSE geography students and the potential role of executive dysfunction. It notes that executive functions like planning, organization and working memory are necessary skills for problem solving.
2) It provides examples of teacher complaints about students' disorganized work, inability to follow instructions, and lack of focus. These could potentially be signs of executive dysfunction rather than laziness.
3) The document argues that mild or moderate mental disabilities should be recognized and accommodated similarly to physical disabilities. Labeling symptoms rather than students could help target interventions to improve outcomes.
"Teacher, what does teacher-student dialogue usually look like?"
Teacher: Teacher-student dialogue in classrooms often involves the teacher asking a closed question with a single correct answer, a student attempting to answer, and the teacher evaluating if the answer is right or wrong. This type of dialogue is often called an Initiation-Response-Evaluation or IRE sequence. Some key features include:
- Questions are usually known-answer questions looking for a single correct response
- Students are called on one at a time to answer
- Answers are often short, one-word responses
- Feedback is usually just right or wrong rather than extending the thinking
- There is limited discussion or follow up questions to probe student understanding
This document outlines the technique of positive framing to correct student behavior. It discusses six rules for positive framing: 1) live in the now, 2) assume the best, 3) allow plausible anonymity, 4) build momentum and narrate the positive, 5) challenge students, and 6) talk expectations and aspirations. The goal is to frame corrections and praise in a positive manner that guides students to improved learning and behavior.
A learning community is a group that shares common interests, discourse, tools for building knowledge, and valued activities. It can refer to groups of students taking classes together or a school where teachers work collaboratively towards the common goal of student learning. Key aspects of a professional learning community in a school include collaborative teams of teachers, a shared vision focused on student learning, and collective inquiry into better practices.
Just like friends and family, your employees, coworkers and clients have inherent personality traits and learning styles. All of these folks can be fairly typical learners—those who fall into the broad categories of visual, auditory, or kinesthetic learners—or they can be extreme learners. What’s an extreme learner? Think hyperimpulsive, hypersensory, hypervisual, hyperdistractible and even hyperactive! Here’s our take on successfully training these difficult-to-reach learners by characterizing and accommodating their unique learning styles through personas.
Don’t just slap a Band-Aid® on your old training programs—choose a fresh and exciting approach to bridge the gap between traditional learning modalities and newly developed training philosophies of Certification, Retention, and Response. These real-world applications will serve to maximize training flexibility for your business while providing an engaging learning environment for your employees.
You’ll also learn about leveraging technology to tie it all together to better prepare your employees to provide assistance in the event they are called upon in an emergency.
Join us for some insightful tips that will help you navigate your way through the maze of first aid and CPR Training so your employees are ready to step up in an emergency. For more information go to http://news.hsi.com/mediccpr
1) The document discusses underachieving GCSE geography students and the potential role of executive dysfunction. It notes that executive functions like planning, organization and working memory are necessary skills for problem solving.
2) It provides examples of teacher complaints about students' disorganized work, inability to follow instructions, and lack of focus. These could potentially be signs of executive dysfunction rather than laziness.
3) The document argues that mild or moderate mental disabilities should be recognized and accommodated similarly to physical disabilities. Labeling symptoms rather than students could help target interventions to improve outcomes.
The Expertise Teacher of English as a Foreign LangaugeBrent Jones
This is the slide set that I used for my workshop at THT 2015 in Kyrgyzstan. It includes a discussion of what is an expert, what is professionalism, and professional development for teachers.
The Pedagogy of Video Marking or Teaching a Wastepaper Bin to Whistlegregorycanderson
This document discusses using video feedback to enhance student learning and progress. It emphasizes treating all students as if they will achieve at the highest levels given support and time. Video feedback should focus on students, correct their work, and challenge or enhance fundamental concepts. Creating quality video feedback requires focusing feedback on a specific part of student work, correcting mistakes, and extending understanding of important concepts. The document also discusses common critiques of marking and feedback as well as myths surrounding teacher accountability.
The Pedagogy of Video Marking or Teaching a Wastepaper Bin to Whistlegregorycanderson
This document discusses using video feedback to enhance student learning and progress. It emphasizes treating all students as if they will achieve at the highest levels given support and time. Video feedback should focus on students, use differentiated concepts as part of learning routines, and challenge higher-level thinking as well as foundational skills. Effective video feedback corrects student work and extends their understanding of threshold concepts fundamental to the subject. The goal is for feedback to be meaningful and allow students to return to it to deepen their knowledge over time.
Students who are successful have more than just academic knowledge. They have certain habits of mind that allow them to manage stress, build endurance and handle academic and emotional set-backs.
Learn six habits of mind that can be targeted for improvement and have a significant impact on student success, and explore classroom strategies to bring each one to life:
Persisting towards solutions
Working with precision
Asking questions
Working with others
Making connections
Monitoring progress and embracing learning
This document provides tips and strategies for effective classroom management. It discusses building community, creating a safe and well-managed environment, involving students in rule-making, addressing conflicts quickly and wisely, integrating positive rituals, knowing your students, being consistent, and partnering with parents. Consistency, proximity, and using 30-second interventions to collapse conflicts are emphasized. Teachers are reminded that they will have bad days but should strive to get help and model the behaviors they want to see in students.
Quit Frustrating Your New Devs - tips from a teacherMiki Rezentes
1) The document provides tips for training new developers by discussing key principles like reducing unknowns, gaining attention, using common language, building on prior knowledge, stimulating independent thinking, and reviewing material.
2) It also discusses different types of knowledge to teach, opportunities for training like onboarding and mentoring, and questions to assess whether training is effective.
3) The main recommendation is that training should focus on clearly establishing expectations, providing regular feedback, and ensuring new developers understand evaluation standards in order to reduce their unknowns.
Classroom Instruction That Works Group Presentmalexana
The document summarizes key points from the book "Classroom Instruction that Works" regarding instructional strategies that increase student achievement. It discusses 9 categories of instruction found to impact achievement, including identifying similarities and differences, summarizing and note-taking, reinforcing effort and providing recognition, homework and practice, non-linguistic representations, cooperative learning, setting objectives and providing feedback, generating and testing hypotheses, and questions, cues, and advanced organizers. Examples and research findings are provided for each category. The conclusion encourages teachers to consider what strategies are practical and applicable for their unique classroom environments.
30 Methods To Improve Learning Capability In Slow LearnersLeslie Schulte
This document discusses 30 methods for improving learning capabilities in slow learners. It begins by defining slow learners as students who can achieve academically but work below average grade levels, scoring lower on IQ tests. Some key characteristics of slow learners are short attention spans, difficulty with abstract concepts, and careless work habits. The document then provides 30 specific methods teachers and parents can use, such as encouraging even small achievements, setting goals and timetables, providing memory tips, giving extra attention and guidance, addressing any physical or mental issues, and creating confidence in students' interest areas. Overall, the document aims to help teachers and parents better support slow learners.
What is growth mind set and the difference between fixed and growth mind setMarosarioJaictin1
The document discusses the concept of mindset and differentiates between a growth mindset and fixed mindset. A growth mindset believes that abilities can be developed through effort, while a fixed mindset sees abilities as innate talents. The document provides examples of how individuals with each mindset respond to challenges, effort, goals, and failure. It advocates for teaching students and teachers to cultivate a growth mindset in order to achieve more and continue learning.
The document discusses student engagement and disengagement in learning. It describes how engaged students learn at high levels, retain information, and can transfer skills to new contexts. Disengaged students show compliance, ritual compliance, or non-compliance. Compliant students learn but superficially. Ritually compliant students learn at low levels and forget quickly. Non-compliant students do not participate and learn little. The document also discusses Csikszentmihalyi's theory of flow and provides examples of lessons that demonstrate engaged learning through challenge, skill-building, choice, collaboration, and celebration of student strengths.
The document summarizes Naazmeen Shaikh's experience in a social internship program organized by the Directorate of Education in Delhi. The internship allowed Naazmeen to gain hands-on experience applying classroom knowledge to address social issues. It helped develop skills like leadership, communication, and public speaking. Initial challenges included difficulty making presentations, but with guidance from her coordinator Dr. Sushma Singh, Naazmeen was able to complete her assignments and overcome weaknesses. The internship provided valuable opportunities to help shape her career.
Abdul Mohammad is facilitating a two-day sales training session for 12 call center employees with varying levels of experience and different learning styles. Four employees are described in detail: Alfredo has a converging style and likes solving problems; Emily has a diverging style and likes group discussions; Andrew has an assimilating style and prefers clear explanations over practical activities; Loretta has an accommodating style and learns best through hands-on experiences. Abdul understands different adult learning styles and will consider the four styles when designing the training to provide a meaningful experience for all learners.
Assessing students with learning disabilities YethGu Luchavez
The document discusses strategies for assessing students with learning disabilities. It describes several assessment strategies that can be used instead of or in addition to traditional paper/pencil tests, including presentations, conferences, interviews, observations, performance tasks, and self-assessments. These alternative assessment methods take pressure off written tasks and allow students to demonstrate their knowledge and skills in other ways. The document emphasizes that the goal of assessment is to provide opportunities for students to show their understanding.
Educational challenges... This trip takes you to a reflection on the use of learning outcomes, the role of the learner, quality assurance, sparkling learning environments and interconnection... 5 stars, 5 recommendations!
The document discusses adult learning, including defining adult learning, characteristics of adult learners, principles for teaching adults, differences between children and adults as learners, barriers to learning, and learning styles. Specifically, it defines adult learning as formal, non-formal, and informal learning activities undertaken by adults after initial education. It identifies characteristics such as adults needing to know why they are learning, learning through doing, and wanting to use life experiences. Principles for teaching adults include motivating learners, informing learners in their preferred style, monitoring learners, and engaging learners through experience.
The document proposes reevaluating the current education system to address its problems. It suggests restructuring classrooms based on learning styles, implementing a new IEP system to track each student's learning style and abilities, assessing student motivation in middle school to set goals, and developing expectations for high school graduation. It also discusses enhancing afterschool activities and their positive impact on academic achievement, including improved grades, reading skills, school attendance, and behavior. The goal is to develop an innovative education system to reduce the over 1 million students who fail to graduate annually.
Sixth Element LLP is an education company that aims to transform learning through innovative programs grounded in neuroscience and psychology. Their vision is to develop globally aware, passionate learners who will drive intellectual property revolution. They offer various programs for students, teachers, schools and parents focused on holistic development, quantum learning, and applying insights from neuroeducation. Their goal is to create strong educational leaders and achieve academic and personal excellence for both students and teachers. The company works to establish effective communication across school communities and assess learning challenges in order to continually improve education outcomes.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
The Expertise Teacher of English as a Foreign LangaugeBrent Jones
This is the slide set that I used for my workshop at THT 2015 in Kyrgyzstan. It includes a discussion of what is an expert, what is professionalism, and professional development for teachers.
The Pedagogy of Video Marking or Teaching a Wastepaper Bin to Whistlegregorycanderson
This document discusses using video feedback to enhance student learning and progress. It emphasizes treating all students as if they will achieve at the highest levels given support and time. Video feedback should focus on students, correct their work, and challenge or enhance fundamental concepts. Creating quality video feedback requires focusing feedback on a specific part of student work, correcting mistakes, and extending understanding of important concepts. The document also discusses common critiques of marking and feedback as well as myths surrounding teacher accountability.
The Pedagogy of Video Marking or Teaching a Wastepaper Bin to Whistlegregorycanderson
This document discusses using video feedback to enhance student learning and progress. It emphasizes treating all students as if they will achieve at the highest levels given support and time. Video feedback should focus on students, use differentiated concepts as part of learning routines, and challenge higher-level thinking as well as foundational skills. Effective video feedback corrects student work and extends their understanding of threshold concepts fundamental to the subject. The goal is for feedback to be meaningful and allow students to return to it to deepen their knowledge over time.
Students who are successful have more than just academic knowledge. They have certain habits of mind that allow them to manage stress, build endurance and handle academic and emotional set-backs.
Learn six habits of mind that can be targeted for improvement and have a significant impact on student success, and explore classroom strategies to bring each one to life:
Persisting towards solutions
Working with precision
Asking questions
Working with others
Making connections
Monitoring progress and embracing learning
This document provides tips and strategies for effective classroom management. It discusses building community, creating a safe and well-managed environment, involving students in rule-making, addressing conflicts quickly and wisely, integrating positive rituals, knowing your students, being consistent, and partnering with parents. Consistency, proximity, and using 30-second interventions to collapse conflicts are emphasized. Teachers are reminded that they will have bad days but should strive to get help and model the behaviors they want to see in students.
Quit Frustrating Your New Devs - tips from a teacherMiki Rezentes
1) The document provides tips for training new developers by discussing key principles like reducing unknowns, gaining attention, using common language, building on prior knowledge, stimulating independent thinking, and reviewing material.
2) It also discusses different types of knowledge to teach, opportunities for training like onboarding and mentoring, and questions to assess whether training is effective.
3) The main recommendation is that training should focus on clearly establishing expectations, providing regular feedback, and ensuring new developers understand evaluation standards in order to reduce their unknowns.
Classroom Instruction That Works Group Presentmalexana
The document summarizes key points from the book "Classroom Instruction that Works" regarding instructional strategies that increase student achievement. It discusses 9 categories of instruction found to impact achievement, including identifying similarities and differences, summarizing and note-taking, reinforcing effort and providing recognition, homework and practice, non-linguistic representations, cooperative learning, setting objectives and providing feedback, generating and testing hypotheses, and questions, cues, and advanced organizers. Examples and research findings are provided for each category. The conclusion encourages teachers to consider what strategies are practical and applicable for their unique classroom environments.
30 Methods To Improve Learning Capability In Slow LearnersLeslie Schulte
This document discusses 30 methods for improving learning capabilities in slow learners. It begins by defining slow learners as students who can achieve academically but work below average grade levels, scoring lower on IQ tests. Some key characteristics of slow learners are short attention spans, difficulty with abstract concepts, and careless work habits. The document then provides 30 specific methods teachers and parents can use, such as encouraging even small achievements, setting goals and timetables, providing memory tips, giving extra attention and guidance, addressing any physical or mental issues, and creating confidence in students' interest areas. Overall, the document aims to help teachers and parents better support slow learners.
What is growth mind set and the difference between fixed and growth mind setMarosarioJaictin1
The document discusses the concept of mindset and differentiates between a growth mindset and fixed mindset. A growth mindset believes that abilities can be developed through effort, while a fixed mindset sees abilities as innate talents. The document provides examples of how individuals with each mindset respond to challenges, effort, goals, and failure. It advocates for teaching students and teachers to cultivate a growth mindset in order to achieve more and continue learning.
The document discusses student engagement and disengagement in learning. It describes how engaged students learn at high levels, retain information, and can transfer skills to new contexts. Disengaged students show compliance, ritual compliance, or non-compliance. Compliant students learn but superficially. Ritually compliant students learn at low levels and forget quickly. Non-compliant students do not participate and learn little. The document also discusses Csikszentmihalyi's theory of flow and provides examples of lessons that demonstrate engaged learning through challenge, skill-building, choice, collaboration, and celebration of student strengths.
The document summarizes Naazmeen Shaikh's experience in a social internship program organized by the Directorate of Education in Delhi. The internship allowed Naazmeen to gain hands-on experience applying classroom knowledge to address social issues. It helped develop skills like leadership, communication, and public speaking. Initial challenges included difficulty making presentations, but with guidance from her coordinator Dr. Sushma Singh, Naazmeen was able to complete her assignments and overcome weaknesses. The internship provided valuable opportunities to help shape her career.
Abdul Mohammad is facilitating a two-day sales training session for 12 call center employees with varying levels of experience and different learning styles. Four employees are described in detail: Alfredo has a converging style and likes solving problems; Emily has a diverging style and likes group discussions; Andrew has an assimilating style and prefers clear explanations over practical activities; Loretta has an accommodating style and learns best through hands-on experiences. Abdul understands different adult learning styles and will consider the four styles when designing the training to provide a meaningful experience for all learners.
Assessing students with learning disabilities YethGu Luchavez
The document discusses strategies for assessing students with learning disabilities. It describes several assessment strategies that can be used instead of or in addition to traditional paper/pencil tests, including presentations, conferences, interviews, observations, performance tasks, and self-assessments. These alternative assessment methods take pressure off written tasks and allow students to demonstrate their knowledge and skills in other ways. The document emphasizes that the goal of assessment is to provide opportunities for students to show their understanding.
Educational challenges... This trip takes you to a reflection on the use of learning outcomes, the role of the learner, quality assurance, sparkling learning environments and interconnection... 5 stars, 5 recommendations!
The document discusses adult learning, including defining adult learning, characteristics of adult learners, principles for teaching adults, differences between children and adults as learners, barriers to learning, and learning styles. Specifically, it defines adult learning as formal, non-formal, and informal learning activities undertaken by adults after initial education. It identifies characteristics such as adults needing to know why they are learning, learning through doing, and wanting to use life experiences. Principles for teaching adults include motivating learners, informing learners in their preferred style, monitoring learners, and engaging learners through experience.
The document proposes reevaluating the current education system to address its problems. It suggests restructuring classrooms based on learning styles, implementing a new IEP system to track each student's learning style and abilities, assessing student motivation in middle school to set goals, and developing expectations for high school graduation. It also discusses enhancing afterschool activities and their positive impact on academic achievement, including improved grades, reading skills, school attendance, and behavior. The goal is to develop an innovative education system to reduce the over 1 million students who fail to graduate annually.
Sixth Element LLP is an education company that aims to transform learning through innovative programs grounded in neuroscience and psychology. Their vision is to develop globally aware, passionate learners who will drive intellectual property revolution. They offer various programs for students, teachers, schools and parents focused on holistic development, quantum learning, and applying insights from neuroeducation. Their goal is to create strong educational leaders and achieve academic and personal excellence for both students and teachers. The company works to establish effective communication across school communities and assess learning challenges in order to continually improve education outcomes.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Final ank Satta Matka Dpbos Final ank Satta Matta Matka 143 Kalyan Matka Guessing Final Matka Final ank Today Matka 420 Satta Batta Satta 143 Kalyan Chart Main Bazar Chart vip Matka Guessing Dpboss 143 Guessing Kalyan night
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
3. EXTREME LEARNER:
CARE & HANDLING GUIDE
WORKING WITH AN EXTREME LEARNER?
H E R E ’ S W H AT T O D O
Just like friends and family, your employees, coworkers and clients have inherent personality traits
and learning styles. All of these folks can be fairly typical learners—those who fall into the broad
categories of visual, auditory, or kinesthetic learners—or they can be extreme learners. What‟s an
extreme learner? Think hyperimpulsive, hypersensory, hypervisual, hyperdistractible and even
hyperactive! Here‟s our take on successfully training these difficult-to-reach learners by characterizing
and accommodating their unique learning styles through personas.
Extreme learner personas
According to author Alan Cooper in The Inmates are Running the Asylum, personas are “a precise
description of our user and what he wishes to accomplish.” If you haven‟t used personas, consider
them “stand-in‟s” for actual users that can drive your e-learning or training approach. While personas
are not real people, they represent real people.
The following pages include personas and training approaches for extreme learners—learners who
may be hyperimpulsive, hypervisual, hyperdistractible and hyperactive. Use this document to help
identify the “difficult child” in your employee, coworker or client before launching your own training
analysis.
Page3
4. Hyperimpulsive learners are quick
to judge and are usually right-brained.
These learners often lean toward non-
linear thinking and learning.
Jackie
Name:
24
Age:
Technical Services Representative
Profession:
Being in control, working at her own pace, being free
Likes:
from distractions
Changes in her environment, staying focused on one thing, days
Dislikes:
Page4
of boring lectures
5. The Persona:
Jackie is a technical services representative for a small computer company. She‟s only 24 years old, but is a leader in her
division: she‟s very creative and comes up with innovative and cost-saving solutions whenever there‟s a tough customer to
handle. Her coworkers are constantly amazed at how well she „thinks on her feet!‟ The downside to her creativity? As a
hyperimpulsive learner, Jackie is easily thrown off by changes in her environment. Something as small as an air
conditioner starting up can distract her just long enough to lose track of the instructor‟s message. To make matters worse,
questions pop into her head all the time and interfere with her ability to stay tuned into the class. Endless days of lecture
and PowerPoint slides are not only mind-numbing—they are downright ineffective when it comes to Jackie‟s long-term
retention. What works for her? When a short training session is available that she has some control over, Jackie is
energized, enthusiastic and learns quickly. The best learning approaches for Jackie are mini training modules she can
complete on her own time. When she can tune out her distractions, she‟s free to learn.
The Approach:
Learners who are hypersensitive need training that they can adjust to their own visual
and auditory comfort level. Like the hyperdistractible type described later in this table,
these learners react well to color and styles that are soothing and calming; think „Zen-like‟
training for the best result.
Hypersensitive learners may not require short modules and can work through longer
training segments once they are engaged in the material.
Classroom training can sometimes be too distracting for these learners
to maintain focus. Consider self-paced training that they can complete
in their own private workspace with a headset.
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6. Hypervisual learners are keenly
attuned to the visual side of training;
note-taking skills are a terrific aid to
retention for these learners.
James
Name:
50
Age:
Sales Representative
Profession:
Colorful graphics & flowcharts, challenging exercises
Likes:
Long lectures, dry training materials
Dislikes:
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7. The Persona:
James is a 50-year-old sales representative for a large corporation. He sees himself as hypervisual and
knows he learns best from graphics and video-based training approaches. The worst training scenario for
James is sitting in a classroom with an instructor reading through material—but neglecting to present it
visually at the same time. Since he‟s not attuned to auditory learning, James has trouble holding his
attention in these situations and may even find it difficult to take notes when there are no graphic clues
to help him figure out what‟s important and what‟s not so important. What makes the learning easy?
When you give him a colorful graphic or flowchart it‟s a snap for James to hone in on what‟s
important—and even take some valuable notes. And whenever there‟s a challenging training exercise,
James is the first one to complete his work. He‟ll take a challenging exercise over a simplistic one any day.
By challenging himself, James knows with confidence that he has mastered even the most complex subject!
The Approach:
Hypervisual types may represent what gifted learning researcher Dr. Linda Silverman calls “visual-spatial” learners.
Visual-spatial learners think in pictures rather than words. They learn all at once and “when the light bulb goes on,
learning is permanent.” Since hypervisual learners are “whole-part” learners, make sure you present the big picture
when explaining topics or terms. Then follow up with the nitty-gritty details. When designing training, remember that
visual-spatial learners master information in a non-sequential manner. Since they don‟t need to see every process
performed in sequence, it‟s best to avoid lengthy step-by-step descriptions. Hypervisual learners need a chance to
take notes as they are learning as an aid to retention. To play up the visual aspect of training,
employ images, pictures, color and other visual media as much as possible. Use diagrams
to help these hypervisual types understand links between parts of a system or a concept.
Since these folks may have great talent with difficult assignments, make sure their work is
always challenging!
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8. Hypersensitive learners are
easily affected by extraneous
auditory or visual stimuli.
Samantha
Name:
35
Age:
Manager
Profession:
A calm environment with no distractions, working in a
Likes:
familiar space
Dislikes: Disruptions, bland lectures, changes in her surroundings
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9. The Persona:
Samantha is a 35-year-old manager who is a hypersensitive learner. With this
extreme personality, she easily senses any and all variations in the office, such as a subordinate not feeling well. While
this works for her as a manager, it works against her during training. Changes in the classroom—such as a coworker
asking a question—affect her ability to pay attention to an instructor, no matter how engaging. Unfortunately, much of
the training her company provides just doesn‟t fill the bill. Large classes and a bland and repetitive lecture format leave
her cold. Samantha can learn quickly, but needs to be in a calm environment with no distractions. Her best training
experience was when she took an on-line course and completed all of the modules at her desk with a headset. Not only
did she complete the lessons quickly, but she also had a high level of retention.
The Approach:
Learners who are hypersensitive need training that they can adjust to their own visual and auditory comfort level. Like
the hyperdistractible type described later, these learners react well to color and styles that are soothing and calming;
think „Zen-like‟ training for the best result.
Hypersensitive learners may not require short modules and can work through longer training segments once they are
engaged in the material.
Classroom training can sometimes be too distracting for these learners
to maintain focus. Consider self-paced training that they can complete
in their own private workspace with a headset.
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10. Hyperdistractible learners need
“low-impact” training that can be
approached in bite-size pieces.
Troy
Name:
28
Age:
Manager in Training
Profession:
Working at his own pace in a familiar environment,
Likes:
portable training
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Dislikes: Disruptions, trying to stay focused
11. The Persona:
Troy is a 28-year-old manager in training—and a typical hyperdistractible learner. Whenever he attends formal classroom
training sessions, even the slightest disruption draws his attention away from the instructor. While he is a bright individual,
his mind is constantly racing forward to the instructor‟s next topic and he is obsessed with flipping ahead in the training
guide. When a new student walks into the room he may lose his focus for the next 15 minutes! Troy prefers to work at his
own pace and in a familiar location, such as in his work area or cubicle. When working through sessions on his own, Troy
finds it‟s a breeze to keep his „eye on the ball‟ and complete his work. Since long training segments totally lose him, his
e-learning modules must be short and sweet as well as portable. He has no problems with learning or retention when
material is presented appropriately.
The Approach:
Hyperdistractible learners work best in a „Zen-like‟ training environment, just like hypersensitive
learners. Color and style should be soothing and calming. Keep audio to a minimum, or choose
narration that‟s steady and calm. Whenever possible, give the learner choices with the actual
voice that‟s used in narrated e-learning.
Employ focused and right-sized modules that they can easily complete in a series of short
sessions. The less overwhelming the total training seems, the more likely the hyperdistractible
learner will engage in and complete their work. The key is to create learning that‟s to the point
and will hold their attention.
Classroom training can sometimes be too distracting for these learners to maintain their
focus. Consider self-paced segments they can complete in their own private workspace
with a headset.
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If the learner is hyperdistractible and auditory, allow them to repeat material aloud as
a memory aid. Provide notes in oral form so that they can listen to material after they
leave the classroom, too.
12. Hyperactive learners are often
kinesthetic with a need to have
physical activity incorporated
in training.
Rosemary
Name:
35
Age:
Call Center Agent
Profession:
Activities & interactions, working in groups, diagrams & charts,
Likes:
acting out scenarios
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Dislikes: Sitting still for hours, long lessons
13. The Persona:
Rosemary is 35-year-old call center agent, and she‟s a hyperactive learner. In her
opinion, “training hell” is when she‟s forced to sit in a chair for hours upon hours, taking
notes and watching PowerPoint presentations. Any e-learning lesson that takes more
than 15 minutes to complete is guaranteed to lose Rosemary‟s attention, interest and
ability to retain the information. If there‟s an activity to complete or some interaction on
the e-learning screen, you can bet Rosemary will get involved—and learn the material.
To effectively learn, she wants to work in groups, diagram on flipcharts and act out solutions
to scenarios. If there‟s not a break in her training, she will “zone out” and take her own mental break.
The Approach:
Much like the hyperimpulsive learner, hyperactive types need a learning medium that engages them physically.
Many hyperactive learners are actually kinesthetic learners—they need movement and physical activity to learn best. If there
is a way to create a hands-on learning activity, use it throughout the training.
Include training segments that involve group learning activities and role play when
appropriate. This fosters the physical and kinesthetic aspect of training.
Since they often need to stretch or stand up to maintain interest, these learners
may benefit from modules that allow them to take frequent breaks. Training modules
that are perceived to be lengthy may actually result in inappropriate hyperactivity
and distractibility.
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14. EXTREME LEARNER:
CARE & HANDLING GUIDE
To learn more visit these Learning
AHEADTOMEBOTTMLINERES
Style and Persona Websites:
OURCES
Considering the other angles www.astd.org
www.learning-styles-
Personas can help you build a sound foundation when you need to create the very best training for your difficult
online.com
employees or coworkers and match their natural blueprint for learning. Other factors to include in your personas
include your learner‟s prior knowledge of the subject, age, and preference for specific media formats. Attempt to get
www.metamath.com/lsweb
a „pulse‟ on your learner‟s style when you need to zero in on the most effective training approach.
/dvclearn.htm
www.stylesoflearning.com
www.stc.org
Tips
www.tenfacesofinnovation.
The Michaels and Associates website (www.docntrain.com) offers free ideas for creating effective training beyond
com
personas. Here are some of our tips:
www.visualspatial.com
Identify learner needs, so you can produce customized training that boosts performance levels.
www.collegeathome.com/b
Identify any organizational issues that might impact training, so you can strategize how to overcome the
log/2008/06/10/100-
obstacles.
helpful-web-tools-for-
Identify learner behaviors that need to be changed, so you can effectively address them in training.
every-kind-of-learner
Determine the direct performance path, so you don‟t waste time and money “over-training” unnecessary
tasks.
Determine the appropriate resources for your training project.
Establish best practices and standards for all future training projects.
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15. EXTREME LEARNER:
CARE & HANDLING GUIDE
We hope this document helps identify the “difficult child” in your employee, coworker or client before launching your own training analysis.
Not sure where to start? Drop us a line and we'll be glad to get you started. Michaels & Associates — learning without the mess.
marketing@docntrain.com www.docntrain.com toll-free: 877-614-8440
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