Thinking Styles & Learning Styles

April 14, 2007

Thinking Styles & Learning Styles

Thinking styles grid, working styles and environment preferences, learning styles, intelligences, communication styles, communication/conversation, respect piece, conflict prevention/resolution, defined values

Working styles and environment preferences

Alone/quiet/focused - Makes progress self paced, usually internal thinkers, need their goals, manage expectations, conscience of ownership issues

Shared high energy dynamic - Can be conceptual on the fly, visually external visionary, can build consensus in real time, and must include detail/external thinkers, speed may leave internal thinkers out

Learning styles

Auditory - 25% population, speaking/lectures/listening conversation

Tactile - 40% of population, doing/making hands on approach need activity

Visual - 30% of population, reading pictures/images demonstrations, observation of others, body language

Intelligences

Logical mathematical intelligence, verbal/linguistic intelligences, visual/spacial intelligences, bodily/kinesthetic intelligences, musical/rhythmic intelligences, interpersonal intelligences, intrapersonal intelligences

Communication style: Direct and indirect

Direct - respect those who give it that way, describe a person with the words" he's a straight-shooter. You always know where you stand" tend to give the same way they prefer to get

Indirect - tend to anticipate conditions and/or can hear others express their needs, when others don't 'get it' its irritating, when their own needs are accommodated, should be thankful, openly, tend to give the same way they prefer to give, more chance of resentment to develop with direct folks, finds direct questions difficult to answer

Communication/conversation

52% based on body language

37% based on the tone of voice

11% based on words

Shared understanding

(Myers Briggs and other personality tests)

"Graphic design collaborative processes = understanding self and others"

"The most skilled individuals know their preferences and can adjust to accommodate what others prefer" - v. Domatt

Respect

Give none - expect people to earn based on actions

Give all - Chip away based on interactions, may have balanced gain/loss, or loss only

Conflict prevention/resolution

Relies on methods/mechanisms that preserve harmony, clarify direction, manage expectations, and help decision-making visible, and clear and regular group agreements

Group set up, values based on project, assessment of group strengths/weaknesses, meeting methods bracketed by checking in/managing expectations

Good note taking, consensus building/voting methods, challenge assessment (significant)

Thinking styles things to remember

We need both kinds of thinkers. The external gives the internal something new to think about

The internal thinkers give depth to the great, initial ideas of the external thinkers we need each other; we can benefit from each other.

There is no assessment test to take. I prefer to have people think about their tendencies and preferences and then hold a conversation about their preferred styles. This also avoids the comment "this test isn't right" that occasionally emerges from unhappy participants.

Internal thinkers don't always need 24 hours, even though they might prefer it. They do appreciate 10 minutes of silence to write down their thoughts or to just sit with it all and think in peace. Or they want to take a lunch hour, perhaps, to be on their own and get their thoughts organized. It's not about slow, it's about quiet.

There is no "right" place to be on the grid

The confusion and frustration we affect experience with others is simply a consequence of having different ways of thinking. It's not about external thinkers going off to build their plans with half thoughts; and it's not about internal thinkers being too slow to come up with their thoughts or dragging down the momentum of the team. It's about difference in thinking styles, and maintains respect for both styles will serve us well.

Developing the thinking styles grid is a good team-building exercise. It gives insight about the thinking styles of their individual members as well as the pattern of dots for the team as a whole.

Collaboration attitudes

Look for common ground find shared values. Consider shared personal experiences. Pay attention to and give feedback. Be yourself and expect the same of others. Be willing to accept differences in perception and opinions.

Find out about others . Learn about others interests and needs. Consider their perspective sand needs. Appeal to the highest motives. Let others express themselves freely.

Attack projects, not people. Don't waste time on personal hostility. Make other people feel good. Avoid criticism and put downs.

Give and get respect . Show respect for others opinions. Be considerate and friendly. Put yourself in the other person's shoes. Be responsive to emotions. Speak with confidence, but remain tactful.

Proceed slowly. Present one idea at a time, check for understanding and acceptance of each idea before moving on to the next. Speak in an organized and logical sequence.

Be explicit and clear . Share your ideas and feelings. Pay attention to nonverbal communication, speak clearly and look at your partners. Select words that have meaning for your listeners.

Remember the five "C's" of communication:

Clarity, completeness, conciseness, concreteness, and correctness

Communication skills

Listening. Listening helps us learn and shows others that we respect their views. There are three major steps to listening. First focus your mind on the person speaking. Second, use body language to signal attention and interests. Third, verbally reflect and respond to what the speaker feels and says.

Check out this link for more information:

http://www.visual-literacy.org/periodic_table/periodic_table.html#