You can use your StrongWare to find your own particular style that you use whenever you're thinking with new information, that is, learning. The following is extracted from Strongware documentation to guide users in the structured problem-solving with Learning Styles.
Some organizations use structured problem-solving for planning. Since solving problems is inherent in continual improvement, a special feature is added to further improve the COSMIC process. The following summarizes the best from experience.
a. Maybe you've come across books such as THE QUADRANT SOLUTION, or A WHACK ON THE SIDE OF THE HEAD, or PLEASE UNDERSTAND ME. Maybe you've heard about "hemispheric specialization" or "lateral thinking" of de Bono, or "Janusian thinking", or the Meyers-Briggs Type Inventory, MBTI; they all refer to personality types and traits.
.... *
c. David Kolb and Min Basadur, in ORGANIZATIONAL PSYCHOLOGY, indicate that:
1.) People have different styles of learning and solving problems;
2.) They seek and work best in occupations that use their styles;
3.) They avoid people and work that conflicts; and
4.) They can team together to be more effective.
The Hay Group, Inc. is the sole distributor of this assessment and they have it available on their site for a fee at the following address - http://www.hayresourcesdirect.haygroup.com/Learning_Self-Development/Assessments_Surveys/Learning_Style_Inventory/Overview.asp
You can add your scores to get Totals for the four columns and then plot them on graph paper that has 48 lines vertically and horizontally, with "0" at the center and plusses to the upper right. You can then divide your graph into four quadrants, beginning at the upper right and going clockwise:
a. Column 1 less Column 3 is plotted vertically; and
b. Column 2 less Column 4 is plotted horizontally.The results determine problem-solving roles as follows:
1.) Divergers or Idea Generators ("DIGgers");
2.) Assimilators ("SIMmers");
3.) Convergers or Optimizers or Judges ("COJitators"); and
4.) Implementers or Accommodators ("WAIers").
SPATIAL ( + ) ___________ Warrior / | \ Diverger Accommodator / > \ Idea Generator Implementer / 4 | 1 \ "DIGger" "WAIer" / | \ | / \ | ACTIVE (-) |---^---- C ---v----| (+) OBSERVING | \ / | Col.2 - Col.4 \ | / horizontal \ 3 | 2 / \ < / Converger \_____|_____/ asSIMilator Optimizer ( - ) Artist (?) Judge VERBAL "SIMmers" "COJers" Col.1 - Col.3 vertical ------------------------------------------------------------ Plate 14 - Problem-Solving Team ------------------------------------------------------------
See Plate 14. Kolb and Basadur build on these to create a structured problem-solving method.a. It's one of those cases where the actual results pretty much go along with the theory. Decades of data collecting show that people do tend to work in occupations that use their favorite preferred styles.
1.) therapists, secretaries, systems engineers, retirees as DIGgers,
2.) scientists, technicians, bankers, inspectors as SIMmers;
3.) engineers, military, nurses, teachers as COJers;
4.) administrators, athletes, consultants, salespersons as WAIers;
5.) A Core sector is added by the P.I. for a "Coach" for the Team.b. There are three choices of strategy given by Kolb and Basadur:
1.) develop supportive relationships, the easiest way;
2.) improve the match between style and life, more difficult; and
3.) become more flexible - learn the other styles.c. The McBer Company of Boston markets the Kolb-Basadur techniques and other training, doing organizational development exercises using 1.) above initially by training teams. The teams are composed of representatives from each of the four styles to show that efficiency can be increased by about 100%, when compared to any single person trying to do it by himself or herself. Team Members contribute with their greatest strengths, whether they be spatial, observing, verbal, or being active. TQM Teams use a combination of Members whose learning styles are matched as closely as possible to the phases of the problem-solving process. A nice fall-out is that round-table meetings may have seating arrangement as shown in the Plate 14.
------------------------------------------------------------ ( Modified from Kolb & Basadur of Case Western University ) _________ 4b. Execute the / | \ 1a. Choose Model, Solution. / > \ or Objective / 4 | 1 \ 4a. Select a / | \ 1b. Contrast it Solution. | / \ | with Reality |---^--- C ---v---| | \ / | 3b. Evaluate the \ | / 2a. Identify Consequences. \ 3 | 2 / Differences \ < / 3a. Consider \____|____/ 2b. Select Problem Alternative Solutions as a Difference ------------------------------------------------------------
The process is similar to the way an internal combustion engine works - intake, compress, burn, and exhaust;
1-> 2-> 3-> 4->. This is the Learning And Problem-Solving Sequence; the intention is to go around the circle as one would run laps in a relay race until near-consensus is attained on solving the problem. This may entail some discussion of sub- problems that may be resolved by using the same process. Note the similarity to the hazard analysis process. Solvers write their inputs to the LAPS plans (See Plate 16) as they go along the process. Each passes on a written statement or question to the next Solver. After acting, Solvers pass back the plans, including the feedback comments. The COACH-COORDINATOR records actions at each step and maintains plans for future uses, including: goals; contrasts as problems; solutions; evaluations not implemented and reasons why not; and results of implementation and feedback. In practice, the participants may require moderate adjustments in attitudes towards other persons' techniques and methods of solving problems.
* The sub-paragraph that was omitted above is concerned with how people think and feel about time
b. In THE T FACTOR: HOW TO UNDERSTAND TIME AND USE IT RIGHT!, Dr. Mark Stein explains how Jungian personality type influences how persons relate to time. He explains their traits:
1.) "feeling" f-type for spatial, living in the past;
2.) "intuitive" i-type for spatial, living in the future;
3.) "sensation" s-type for active, living in the present.
4.) "thinking" t-type for conceptualization, living in all three.You can review how the Learning Styles relate to the time concepts and behaviors.
Back to -> *Home