Felder-Silverman Model Is Similar to the Better-Known

¶ … Felder-Silverman model is similar to the better-known Myers Briggs model. It features four areas of personality that contribute to learning: active/reflective, sensing/intuitive, visual/verbal, and sequential/global (Adultlearn.com, 2011). It reflects the idea that different people learn in different ways, based upon the personality of the individual learner. If I could attend a training program designed around one of the learning style preferences in the Felder-Silverman model, the learning style preference that I would choose would be sensory, verbal, reflective, and global. This was actually a difficult question for me to answer, because I would generally not choose to attend a training program designed around any of the learning style preferences in the Felder-Silverman model. I find that I learn the best through reading well-prepared materials, and then having access to a trainer who can provide answers to any questions I may have after reading the material. I would much prefer that set-up for training programs, but, I understand that my personal inclination differs from the preferred learning styles of most adults.

What is interesting is that, on the Myers-Brigg inventory, I am actually highly intuitive, but I do not like conceptual, innovative, and theoretical information in a learning environment (Mind Tools, 2011). Instead, I like to know the underlying facts in a situation, so that I can use those facts to form my own intuition. Without an understanding of the facts, it seems as if I am actually acting on someone else's intuition, rather than my own. I am a verbal learner, although I actually like to read information and have a difficult time processing information that is only auditory. I am reflective, preferring to work alone and in an environment where I have time to evaluate various options and analyze facts before coming to a conclusion (Coaching Learners, 2011). Furthermore, I like sequential learning, so that I can put together the big picture, though I do understand the appeal of a global system (Mind Learners, 2011).

2. A sit in is a process to assist in the transfer of training that involves the trainer observing job behaviors and providing feedback to the observed employee. One of the things that is frequently missing in the training process is observation of whether that training transfers from the training environment to real-life application in the work environment. It is critical. "Follow-up reinforcement is the 'missing link' of most training and development programs" (Wythe, Unk.). In fact, many training programs conclude with the end of the official training. However, there is nothing to ensure transfer of training. In order to ascertain that employees have been able to incorporate what they have learned in training and use that in their work lives, trainers need supervised application, feedback, encouragement, and coaching that can only really be evaluated during the day-today work of the employee (Wythe, Unk.).