Why Don’t You Teach The Way That I Learn?

Learn/ing: to gain knowledge, understanding, or skill by study or experience; to find out

It is generally agreed that knowledge is now doubling in months, not years, and that learning is a foundational value that individuals and organizations must embrace. Otherwise, success is—and will be—limited.

So, if continuous learning is an imperative, not an option, how do we pro-actively embrace it, both personally and corporately?

Successful learning has many components that we need to consider. Here are a few items.

1. Determine Learning Objectives
   In today’s fast-paced world, sometimes “frantic” can overtake “grounded.” Many times we have witnessed corporations thoughtlessly throw training and learning at individuals and organizations without careful consideration of the goals they want to achieve. 

2. Link Learning and Strategic Business Results
   What good is learning (in a business setting) if it has nothing to do with strategic business results? If you can’t make a business case for the learning, why should it be done? Training and learning for the sake of doing something are shallow, a waste of money, and counterproductive to our busy schedules.

3. Confirm Return on Investment
   So, you know what needs to be done with whom, why, and where but now how do you intend to measure your results and confirm a return on investment? It is possible to be aligned in items 1 and 2 (above), but if they cost you more than your ROI, why would you continue with the learning program? Decision-makers need to be accountable for delivering results that pay, rather than simply being tracked on activity. 

4. Validate Long-Term Behavioral Change
   Include in your mandate the measurement of long-term behavioral change. It’s easy to do a short-term review but, months later, did the learning stick? Long-term changes will require regular follow-up and ongoing interventions. This is a continuous process, not an event.

5. Establish Preferred Learning Styles
   This critical step should be established before anyone attends training or learning. In the past, learning failures were seen as the fault of the learner when, in fact, more and more evidence is pointing the finger back to the instructor or the instructional method. 
   
   Significant amounts of investment could be wasted by not addressing this single item first. All learners should know their own preferred learning style and have their learning personalized or customized (as much as possible) to meet their needs. 
   
   Learners should be intentional when selecting programs and options so that their preferred learning-style needs are met. If individuals are too young to understand, then parents or others can complete a learning-style assessment with them to help them build a personalized approach to learning. 
   
   Most of us are a blend of the four learning styles of Auditory, Visual, Experiential, or Independent. If you have not already done so, please so take the Learning Style Indicator to establish your preferred learning style.

6. Document Instructional Styles and Effectiveness
   As mentioned in item 5 above, in the past learning failure was directed more toward the learners and less toward the instructors presenting the information. Many of us have attended university classes where professors were more interested in hearing themselves talk than in student success. They would drone on for hours, with half the class asleep. 
   
   Learner success must also be the responsibility of the Instructor—from corporate trainers and educators to parents and everyone in between. Instructors should be aware of their instructional style and its related strengths and limitations. Building Instructional style flexibility should be an expectation to which all instructors are held accountable. To document your preferred instructional style and its strengths and limitations, complete the CRG Instructional Style Indicator (ISI). Many organizations have used the ISI to create teaching teams who complement each other’s preferred instructional style.

7. Implement Various Learning Methodologies/Options
   Now that you know what to teach and the preferred learning styles of the students, you can creatively apply blended learning strategies. With technology today, there are many possible ways to deploy your content, from the traditional in-person seminars to teleseminars, webinars, board games, computer games, one-on-one coaching, to distance and interactive learning and many other possibilities. 
   
   A few years ago, it was predicted that e-learning would dominate the learning platform, but that did not happen. Why? Not everyone learns well in front of a computer screen. Hence the term “blended learning” was coined as a critical instructional and learning strategy.

Success rarely happens by accident. Learning success is no different. 

Never in the history of mankind has continuous lifelong learning been more important. With this added requirement for more and more information, we must be diligent in providing the best possible environment for both the learner and the instructor. 

CRG is expanding its online content and we invite you to participate. 

How? We are looking for articles from you that engage the audience and help them with specific issues. 

Here are our requirements.

• Length: 600 to 1000 words. Short, punchy text is preferred over length. 
• Focus on the issue(s) you believe are important to this segment (lifelong learning) and add your practical recommendations. Case Studies are welcome, as long as the parties mentioned have signed off. 
• Your article(s) must mention how a CRG resource has or can be used to resolve the challenges or issues you have outlined in your content. 
• CRG is free to use your article at our discretion. You will, however, always be acknowledged as the author/content-provider and your basic contact info will be included. 

Your article must fall in the following categories/markets.

• Career Profession/als 
• Training and Speaking Profession/als 
• Small Business and Entrepreneurs 
• HR Profession/als 
• Corporate Applications 
• Education Profession/als 
• Relationships and Dating 
• Parenting/Children 
• Coaching Profession/als 
• Christian/Church Groups 
• Health and Wellness Profession/als 
• Assessments as an overall development strategy

1. If you are not a writer, we encourage you to have a professional editor review your content prior to submission. 
2. You may submit up to 5 different articles in this callout. 
3. We reserve the right not to use your submission. 
4. Please note the segment(s) to which your submission relates.
5. Note the length of the article at the beginning of the file. 
6. We accept MS Word files for PC only. 
7. Create the file name by typing the title of your article + your name. 
8. Forward to submissions@crgleader.com.

Finally, you must be a CRG Associate or Affiliate to qualify to submit. If you wish to submit but are not yet a CRG Affiliate, please go to this link to register.

Do you want to personally and professionally develop while being able to help others? If so, plan to attend CRG’s next 3-Day Train-The-Trainer program.

CRG’s 3-Day Train-The-Trainer Intensive is designed for all professionals who want to make a difference in other people’s lives. 

Register now for our June 8 to 10, 2006, event in Vancouver, BC.

Recently when one of our long-term clients attended the program, he thought he was coming to learn about CRG. What he did not anticipant is that he was about to learn about himself. 

In the program debriefing, he found himself raw with emotions because of his new levels of self-understanding. Not only is he living his life more On Purpose, this new-found passion has helped him triple his CRG business in less than 12 months.

Honoring the learner on his or her journey to more fully living on purpose is what CRG is all about—and professionals acknowledge that in their unqualified recommendations. It’s no accident that 80% of professionals switch to CRG resources from other choices. 

In fact, the more experience you have in the HR field, the more important it is for you to attend a CRG session—to understand the uniqueness of CRG’s resources and unlearn some popular false assumptions in the marketplace.

That’s why CRG introduced the TTT Alumni program. Those who have already attended the CRG Train-The-Trainer program can re-attend—at a significantly reduced fee—to stay current, learn what’s new, and network with Associates from around the globe. 

Many of our Associates attend TTT on an annual basis, to keep up with the progress and exciting developments at CRG.

Register now for CRG’s Train-The-Trainer program.

Space is Limited.

CRG’s Train-The-Trainer Events in Vancouver, BC

• June 8 to 10, 2006
• September 21 to 23, 2006

If you have questions about our TTT, please contact Neal Diamond.
neal@crgleader.com
Toll-free in North America: 1-866-852-4347
International clients: 604 852-0566

Download the TTT PDF now!

CRG Print Shop Now Open!

We have many options and services available to you.

• Black & White (B & W) Photocopying
• Color Photocopying
• B & W and Color Printing: sizes up to 12” x 18“ 
• Saddle-Stitched Booklet-Making: up to 100 pages
• Perfect-Bound Finish on Booklets: we have one of only a few machines in North America!
• Commercial Trimming and Cutting
• 3-Ring Binder production
• CD-ROM and DVD reproduction
• 3-Hole Punching and Stapling Options

To get a list of all our options and pricing, please download this CRG Print Shop Price List now!

Sponsored by the Abbotsford Chamber of Commerce
CRG and Community Skills Presents:
Catch Them, Train Them, and Keep Them: a 3-Part Series
Speakers: Neal Diamond and Pia Ritch
Where: Abbotsford, BC
Venue: Best Western Conference Center 
When: April 11, 2006; April 25, 2006; May 9, 2006
Time: 7:15 AM to 10:00 AM
Click Here to Register

Ken Keis Tele-Seminar e-Life Coaching 
Private Event
Where: Online
When: May 10, 2006

CRG Train-the-Trainer
Where: Vancouver, BC
When: June 8 to 10, 2006
Train-the-Trainer June 8 to 10, 2006

CRG Train-the-Trainer
Where: Vancouver, BC
When: September 21 to 21, 2006
Train-the-Trainer September 21 to 23, 2006

International Coaching Federation – Vancouver Chapter:
Assess for Success, with Speaker Ken Keis, President of CRG
Where: Vancouver, BC — The Arbutus Club, 2001 Nanton Ave,
3rd floor meeting room
When: September 28, 2006
Time: 7 PM to 10 PM
http://www.icfvancouver.org/

International Career Development Conference 2006
Professional Development Session CRG Personal Style Indicator and Model, with Speakers Ken Keis, President of CRG, and Richard Knowdell, Executive Director, Career Planning and Adult Development Network
Where: Santa Clara, CA
When: November 1 to 5, 2006
To register: http://www.careerccc.com/  

New Positions Available Immediately at CRG
Want to work in a dynamic, fun, and entrepreneurial environment? If you qualify, here’s your chance!

• Office Manager/Bookkeeper: Full Details here

• Customer Service and Print Shop Operator: Full Details here

• Print Shop Sales Representative: Full Details here

All positions are located at CRG’s Head Office in Abbotsford, BC.
If you are interested, please send your résumé to lisa@crgleader.com.

New CRG MicroSites Launched this Month
To increase our traffic and global appeal, CRG will be launching several microsites directed to specific markets and audiences. We anticipate they will be launched over the next 8 weeks. This is where we plan to post the articles many of you will be submitting.

New CRG Site Launch Delayed
For over a year, CRG’s team has been coding and creating a new CRG website. Even though the team has worked overtime, the final elements of the site are still under construction. We apologize for the delay and appreciate your patience. 

The new site will be well worth the wait! The new corporate/group learning center capabilities, multiple languages, and online compatibility reports will be outstanding!

Print-Based Private-Labeling Brochure
Learn how you can add your logo and contact information to the CRG assessments or have your logo or images appear on the CRG site. Download the PDF File now!

New Version of Job Style Indicator:
Now Available! 
The Job Style Indicator (JSI) has been revised. The new format is 12 pages instead of the previous 8 pages. That’s four more pages of new information!

New Version of Values Preference Indicator: Available Soon!
The Values Preference Indicator (VPI) is being revised to 12 pages instead of 8.

Spanish Translations: Now Available!
The Personal Style Indicator and PSI In-Depth Interpretations (print-based versions) are available in Spanish. Place your orders now.

Dutch Translation: Available Now!
Personal Style Indicator and PSI In-Depth Interpretations (print-based versions) are now available in Dutch!

Vietnamese Translations: On the Way!
The Personal Style Indicator and PSI In-Depth Interpretations (print-based versions) will be available in Vietnamese in June 2006. Place your pre-orders now!