Anyone who has experienced unemployment either through redundancy or through a self imposed break will be aware that it can be difficult getting back into the world of work.  In the current economic climate it can be sometime before being able to secure that next position.  This time of year can also be difficult for the dedicated job seeker, with the employment market effectively winding down for the festive break.

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Have you ever been in a situation where words, phrases or statements, like those below, have been uttered?

“I can see that you are upset.”

“Don’t do that again!”

“How many times have I told you …..”

“You are right; thank you.”

“Why me?  It’s always me; it’s not fair!”

“Brilliant; just what I wanted.”

The reality is that we all have at some time been in such circumstances.  Everyday we come into contact with people who think differently; have differing moods and different agendas.  Some may even act, or react, in a way that makes you feel as though you are being threatened.  Dealing with such a situation requires both a cool head and excellent communication skills.

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No.  This blog isn’t going to be a discourse on elocution (speaking proper like).  What I’d like to focus upon is learning styles.

Peter Honey and Alan Mumford (1986) identified 4 main learning style preferences.  Knowing your preferred learning style can help you develop strategies to cope with any situation and make the most of your strengths.  If you are able to employ your natural style in a developmental situation it is likely that you will find learning much easier and quicker.  You will also find that rather than being locked into one style of learning you will tend to move between them, depending upon the circumstances you find yourself in and your level of experience.

For trainers and coaches it is also important, as an understanding that participants have different learning preferences can influence the way a subject is to be delivered.  Any training or developmental course should therefore take into account content and goals, followed by learner styles and preferences which will impact on the delivery methods.

So what are the 4 learning styles that Honey and Mumford identified?

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In 2005 I wrote an article proclaiming that ‘For many, working long hours has become the norm.  The effects of this are plain, with increasing incidences of stress, or even depression, being reported.’  So what has changed in past 6 years?

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It is widely accepted that no-one is born lacking in confidence; it is something we develop through our interactions with people, particularly one’s parents.

The foundations of confidence may have been laid down in childhood; however, there is no reason why someone who wants to and is motivated by the need to change cannot (re)build their self-confidence.

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Having worked with hundreds of clients over the years it is interesting that whether the individual comes from a production line or boardroom background that the issues they raise are all very similar.  Whilst the ‘presenting’ issue maybe concerning the need to write an effect CV or to brush up on little used interviewing techniques the ‘real’ issue is quite often ……’Fear’ (of the unknown).

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