Hold On, You Lost Me! Mary M Rydesky 2008 ASTD – we come together to learn about learning, to become more proficient as trainers. How do you do that – what ways do you learn? observe other trainers experiment courses, reading ___________ What brought you tonight – what was it that engaged you enough to come to Barnes & Noble after a long day? Could you put into words what you would like to know or use or get out of the time we spend together? Tonight we will talk about the 4Mat approach to training, one the authors claim to creating training that sticks. If your training stuck 100%, would you be….amazed? 4Mat is a study in sticky learning….. Mary M Rydesky 2008

Differentiation of Instruction So let’s start with what instruction is. Anyone care to define it? It is a trainer’s response to learner’s needs – guided by general principles of differentiation (respectful tasks, flexible grouping, ongoing assessment and adjustment). Trainers can differentiate the content, process, and product according to the learner’s readiness, interests, and learning profile or learning style. Any thing left out? Anything not sit well with your experience? What are the challenges that definitions offer? Let’s focus on learning styles so that the book makes more sense. I have as 24 question inventory for you to take from the viewpoint of yourself as a learner. What did the inventory say about your learning style? It leads to the traditional visual – auditory – tactile learner profile of learners. Do you use all three in your training? Examples? Now what if that was only part of the story…one that you could build upon... ASTD 2008 MMRydesky

Scenario 1 You are in a time crunch & need information. Which questions do you seek? Why What How If Answer this one question. How many of each? ASTD 2008 MMRydesky

Questions 4 1 The type of learner you are can be further tested, but this is ‘lite’ version gets us started. Review the Learning style characteristics page for more identifiers... Ask - which is the most like you? Is there a second one that is close to your preference? Which is NOT you? Think about people in your life - what are their styles? Think about people you most enjoy working with - what are their styles? What type of people would most enjoy the type of learning experiences you design or deliver? What type of learners do you enjoy having in your training? Do these answers tell you anything about yourself? 3 2 ASTD 2008 MMRydesky

Scenario 2 Which kind of learner are you? Imaginative Analytic Common Sense Dynamic Dynamic Imaginative Use the four cell diagram on p 4 Imaginative is 1 Analytic is 2 Common Sense is 3 Dynamic is 4 1 - 4 learners have high people skills in nurturing and influencing 2 - 3 learners combine theory and application extremely well 3 - 4 learns generate ideas and ask will this really work (entrepreneurs) In learning….you use all four for completion but some are more comfortable than others. Type ones generally are not comfortable in three; threes do not like one. Two and Four have the same issue Common Sense Analytic ASTD 2008 MMRydesky

Basic Premise Differences in approach to perceiving & processing define learning style Sensing & feeling Thinking & judging Watchers & doers Four preference combinations Learning is the process of taking in information and processing it… Perceiving - MBTI Processing – Gregoric, Kolb watchers hold back to gain clarity - want to know that they know; doers process through activity How do you process information? Would you rather figure it out first, then move into action? Or do you jump in and learn on the fly? Combining these creates four styles. Imaginative Learners seek personal involvement, meaning and connections in what they learn. They act concretely and reflect on their experience. They need to know why they are learning something. Learning strategies associated with this learning style include listening, speaking, interacting and brainstorming. Analytic Learners seek facts and information, formulate ideas and think through ideas. They favor abstract processing and reflection. They need to focus on what they are learning, on content. Learning strategies that suit this learning style include observing, analyzing, classifying and theorizing. Common Sense Learners learn by doing, experimenting and applying ideas. They gain information by active experimentation and process it abstractly. They need to know how what they learn can be applied. Learning strategies favored by these learners include experimenting, manipulating, and having a go. Dynamic Learners learn by exploring, seeking possibilities, self discovery and trial and error. They like to experiment and test their experiences concretely. They like to apply what they learnt to new situations, to adapt and modify what ASTD 2008 MMRydesky

Learner Style, Trainer Style Favored learning style Is efficient for you Affects evaluation of presenters Affects learner communications Drives your training approach How you learn is the basic anchor of how you teach or train. Agree? Disagree? Ever thought about it? ASTD 2008 MMRydesky

Four Stages Share Engage Perform Practice What it the learner’s question in each? Engage – why – wanting to learn – why do learners need to know this? Share – what - what the expert has to say – What is it that I am teaching them? Practice – how – doing it the expert’s way – How will they use it in their lives? Perform - if - doing it your way – If I am successful, what will they become as a result ASTD 2008 MMRydesky

Eight Stages FEELING Share Engage Perform Practice concrete L R R L 8 1 R L 7 2 DOING WATCHING 6 3 active R reflective L What it the learner’s question in each? Engage – why – wanting to learn – why do learners need to know this? Share – what - what the expert has to say – What is it that I am teaching them? Practice – how – doing it the expert’s way – How will they use it in their lives? Perform - if - doing it your way – If I am successful, what will they become as a result 5 4 R L abstract ASTD 2008 MMRydesky THINKING

Who Leads? Learner Active Trainer Active Going from 12 o’clock around, the effort of leading the dance starts with the expert (the trainer) and transfers to the learner. The first two steps are part of engagement Second two are the lecture, hearing from the expert Third two are emulating the trainer The last two are applying it and getting your own wings. ASTD 2008 MMRydesky

The First Three Steps Connect Attend Image Content Concept Context But first…. Learners visualize the concept formed from the Connect activity – an image that will take them directly into the content to be explained in the lecture that follows…the image process enhances content understanding at a conceptual level Your image step is strong when learners are engaged in really thinking about what the concept means The product of the activity is different for every learner or small group The sharing of the product adds richness to the dialog and creates a fuller understanding of the concept for everyone ASTD 2008 MMRydesky

Scenario 3 Session is a Leadership Retreat What are the learner outcomes? Leadership is a study in __________ _________ Leadership is a study in __alignment___ Leadership skills – a study in ___control____ (0r __persuasion) The CONCEPTS you choose become the decision filters for activities you creat and holds together all the content you teach Concept Leadership Content ASTD 2008 MMRydesky

Mat4 is a study in…. Engaging Sharing Practice Performing When you read this what questions do you ask? ASTD 2008 MMRydesky

Value of 4Mat Stretch exercises to improve trainer’s non-preferred learning modes 4Mat is a study in _________ ASTD 2008 MMRydesky

What is 4Mat 4Mat aligns the work of many learning theorists in a practical tool for EPSS 4Mat’s facts include _________ ASTD 2008 MMRydesky

How to Learn & Use 4Mat The text & seminars include _____ Develop ‘ concept’ Develop lesson plan for all four learner types so they Are personally engaged Understand the shared knowledge Take part in rigorous practice Perform the learning ASTD 2008 MMRydesky

If 4Mat Works… How do I apply it to my needs? Leadership Skills Customer service Company code of behavior Take one and walk through the eight steps ASTD 2008 MMRydesky

Lesson Plans in 4Mat Do you still take the time to develop a lesson plans? How might this approach change your approach? ASTD 2008 MMRydesky

Hold On, You Lost Me! Bernice McCarthy & Jeanine O’Neill-Blackwell 2007 ASTD Press (reference CH8124) http://www.4mat4business.com Free web training hour May 15th Amazon, B & N, ASTD sell it. If you order on ASTD and use the CHIP (CH8124) number, the Alaska chapter gets a re small percentage. List is $32.95 members $27.95 ASTD 2008 MMRydesky

Resources Deborah. 4MAT System. http://online.sfsu.edu/~foreman/itec800/finalprojects/deborah/4mat.html Learning Styles & the 4MAT System: A Cycle of Learning http://images.google.com/imgres?imgurl=http://volcano.und.edu/vwdocs/msh/gifs/4mat.jpg&imgrefurl=http://volcano.und.edu/vwdocs/msh/llc/is/4mat.html&h=390&w=500&sz=35&hl=en&start=3&um=1&tbnid=krTzTd81E9KsHM:&tbnh=101&tbnw=130&prev=/images%3Fq%3D4mat%26um%3D1%26hl%3Den%26rls%3Dcom.microsoft:en-us:IE-SearchBox%26sa%3DN Leon, Eal, & Przasnyski. (2006) Captivate Your Students' Minds: Developing Interactive Tutorials to Support the Teaching of Spreadsheet Modeling Skills. http://ite.pubs.informs.org/Vol7No1/LeonSealPrzasnyski/ McCarthy & O’Neill-Blackwell (2007).Hold On, You Lost Me! ASTD Press. National Park Service. Civil Disobedience. http://www.nps.gov/archive/semo/freedom/Edukit/civil.htm (Click on 4Mat wheel for each section) Niskanen, J. 4Mat Unit Plans. http://www.geocities.com/jeniskanen/4mat2.htm 4MAT - Delivering Instruction That Everyone Can Understand http://images.google.com/imgres?imgurl=http://www.timeanalyzer.com/lib/4mat.gif&imgrefurl=http://www.timeanalyzer.com/lib/4mat.htm&h=401&w=454&sz=37&hl=en&start=6&um=1&tbnid=r7UUFcAxGTpjqM:&tbnh=113&tbnw=128&prev=/images%3Fq%3D4mat%26um%3D1%26hl%3Den%26rls%3Dcom.microsoft:en-us:IE-SearchBox%26sa%3DN College of the Southwest. SOE's Conceptual Framework. http://www.csw.edu/208727.ihtml ASTD 2008 MMRydesky