What Is The Most Effective Learning Style – ‘One To One’ Or In Groups?

Surely the answer to this is the same as the answer to any other complex issue – ‘it depends’. Historically we view learning from our experience of childhood education and classrooms of thirty or so children with varying abilities and backgrounds miraculously taking on-board literacy, numeracy, science, the arts and plenty more. This can be either incredibly stimulating or a complete nightmare for us as students in the preparation for our lives ahead in work and at play.

Most of us have had limited experience of one-to-one teaching; where we’ve been ‘singled’ out for attention or for ‘special’ requirements like learning a musical instrument. These can be very trying circumstances; intensive focus on very specific requirements with no-one else to share the attention and nowhere to hide!

Today, however, more people are looking at one-to-one coaching, for example, as a way to get specific skills honed in a style that is bespoke to our individual requirements. We all remember some words of wisdom we received from someone we looked up to as a mentor or role model that gave us that individual focus and helped at a crucial stage in our development.

There are more opportunities today to look at different learning methodologies and chose those that best suit our needs. Here are some of the key areas that should be considered when choosing between Group or One-to-One learning:

Specific or Generic
How widely spread is the skills and knowledge required? How similar is the application to other related work environments? How easily transferable are the techniques needed?

Tailored or Off-the-Peg
To what extent does the learning and material need to be adapted for its application? How bespoke does the ‘fit’ need to be for the desired effect? Is there a ready-made solution available?

Simple, Complex or Subtle
Even complex subjects can be learnt in groups but sometimes where the distinctions are more subtle than complicated, a one-to-one approach ensures better understanding.Learning StylesSome individuals thrive in group activities whilst others find it easier to take on information without distractions or the need to compete for attention.

Cost v Investment
What is the budget available? Does it include the costs of premises, equipment, travel and accommodation? How much time is ‘lost’? What is the ROI expected and what is the most effective way to achieve it?

For more guidance on tailoring your personal development plans speak to us.

Being Trusted – Perhaps The Critical Requirement For Today’s Leaders

All organisations are having to change, at a faster pace and in more radical ways than ever before.

This puts the requirement for leadership at a premium, where decisive, inspirational action from those in positions of power and influence is obvious and value-adding. The problem is many people who need to implement these different and challenging requirements look at their leaders with a crooked eye, thinking ‘Why should we follow you?’, ‘We don’t really trust you’.

With trust a leader can achieve much more, without it they will struggle to do more than exhort people to do better. Where does trust come from? To help clarify your own thinking we have put together a summary of the behaviours that stimulate feelings of trustworthiness.

1. Consistent - You need to behave in ways that allow people to feel they always know where you’re coming from. People would prefer someone who is autocratic all the time to someone who flip-flops between being controlling one minute and laissez-faire the next.
2. Fair - You cannot have favourites, or be mercurial in your decision making. People need to see you are objective and even-handed in all your dealings with others.
3. Reliable - Always do what you say you will do, never over-promise and under-deliver.
4. Values Driven - People need to see what you stand for through your dealings with others.
5. Discreet - You are you good with other peoples’ confidences.
6. Straight-forward - Effective leaders need to be political to some extent, but trusted ones are only political in the positive sense of being in tune with the hidden agendas and underlying group dynamics, not manipulating, double-dealing and back stabbing.
7. Supportive - You not only help people with work related issues but offer broader support when needed
8. Tough - You will say the (very) difficult stuff even when it makes you unpopular. You are not interested in how many Christmas cards you get, only in being effective and increasing the effectiveness of those around you.
9. Human - People relate to you because you have empathy for their position, and you don’t put yourself on a pedestal.

These attributes are in no order of importance, and cannot be adopted as a short-cut to trustworthiness. People have got to have belief in your sincerity.

Predaptive work extensively in coaching managers to become more effective leaders. If you would like to find out more, please contact us.