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This organisation is going beyond the standard e-learning roll out. This includes ensuring employees can access support easily.
My view is that it is helpful to look at "learning styles" in conjunction with the concept of the learning cycle. I think that people tend to differ in which part of the learning cycle they are most comfortable with. The issue is that to learn many types of things, you need to experience all four parts of the learning cycle. There are two implications from this. First, it's about how you appeal to people at the start. Do you tell a story, provide a framework, discuss the application of the concept (etc)? People are attracted differently. Second, how do you appeal to people along the way, to ensure that you get them to address all parts of the learning cycle and embed the concept? Some people may like the experiential story, but a mental framework may still be an essential part of the learning. Having said this, I think there is a lot of truth in what David Boud says.
There are plenty of supportive studies for learning styles. here's one:
Kinshuk Æ Tzu-Chien Liu Æ Sabine Graf Coping with mismatched courses: students’ behaviour
and performance in courses mismatched to their learning styles
Education Tech Research Dev (2009) 57:739–752
"This finding shows that learners with strong learning style preferences can especially benefit from adaptivity, either aiming at providing them with courses that match with their learning styles or providing them with suggestions on how to learn from mismatched courses."
I fully endorse the outcome that you are driving for, but are you to some extent confusing mentoring with coaching. A key challenge for organisations wishing to implement mentoring is in clearly defining the purpose and acknowledging that the mentoring process is a key component of the mentors KPIs. If an individual's performance as an internal mentor [one who works for the same organisation as the mentee] is not linked to their overall performance and reviewed regularly the overall mentoring process will quickly fade, benefiting only a few self starters. Mentoring works and it is important to remember you can have more than one mentor inside and outside the organisation you work for.
Mentoring is the way of the future, to my mind. It's something that's not just beneficial to employees, but also to the mentors themselves and the company as a whole.
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