1. 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

2. 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

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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

9. Eight Stages FEELING Share Engage Perform Practice concrete L R R L8 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

10. 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

11. 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

12. 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

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

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

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

16. 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

17. 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

18. 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

19. Hold On, You Lost Me! Bernice McCarthy & Jeanine O’Neill-Blackwell
2007 ASTD Press
(reference CH8124)
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 $ members $27.95
ASTD 2008 MMRydesky

20. Resources
Deborah. 4MAT System.
Learning Styles & the 4MAT System: A Cycle of Learning
Leon, Eal, & Przasnyski. (2006) Captivate Your Students' Minds: Developing Interactive Tutorials to Support the Teaching of Spreadsheet Modeling Skills.
McCarthy & O’Neill-Blackwell (2007).Hold On, You Lost Me! ASTD Press.
National Park Service. Civil Disobedience. (Click on 4Mat wheel for each section)
Niskanen, J. 4Mat Unit Plans.
4MAT - Delivering Instruction That Everyone Can Understand
College of the Southwest. SOE's Conceptual Framework.
ASTD 2008 MMRydesky