Author Peter Block shares:
“If we have any desire to create an alternative future, it is only going to happen through a shift in language. If we want a change in culture, for example, the work is to change the conversation–or, more precisely, to have a conversation that we have not had before, one that has the power to create something new in the world. This insight forces us to question the value of our stories, the positions we take, our love of the past, and our way of being in the world.”
 
To create learner engagement, we must tap in to the conversation the learner is having with themselves about the content to be learned. Next, we move the conversation from an internal one the learner has with themselves to an external dialogue they have with others. Well-designed questions lead the learner through this process. Without this dialogue at the beginning of the learning experience, it is difficult for true engagement to occur.
 
Think about:
  • Eliciting learner stories about their own experiences through simulations, journaling, group sharing, and personal reflection exercises
  • Asking the learner to compare and contrast their story with the other stories of others
In a recent 4MAT web class, a designer shared that she asked the learners to create a timeline of experiences that shaped their definition of effective leadership. The exercise created a rich dialogue focused on great and not-so-great leadership moments. By comparing and contrasting the stories, the group began to create a collective definition of powerful leadership. Community emerged and engagement was immediate.
 
Jeanine O'Neill-Blackwell
President/CEO, 4MAT 4BUSINESS  
 

Introducing the 4MAT 4Business Blog
Practical, real-world insight on 4MAT training design, learning styles and more.
 
Click here to read the
4MAT 4Business Blog.
 

Free Preview: Hold On, You Lost Me! Web Series
March 18, 2009
11 AM CST 
Hold On, You Lost Me! Web Series
April 8 – June 4, 2009
11 AM CST
4MAT 4Coaching
March 17, 2009
11 AM CST
Live Class: Become a 4MAT Certified Trainer
March 24-26, 2009 
 
Mastering the Four Roles in Delivery
April 23, 2009
11 AM CST
 
February 2009:
In 2008, a top 100 insurance company set out to reinvent their New Agent Training Program. A team of over 150 were trained in 4MAT to create a common language between design and delivery.  


 
Web Class:
“Jeanine worked with our entire training team setting the foundational standard for us to work from. The 4Mat methodology is fantastic and has really enhanced our team's effectiveness. What's more, it just makes sense.”
~ Brian Johnson, Director of Fleet Training, Princess Cruises
 
There are four distinct learning styles. There are four parts of the Learning Cycle. Each style enjoys one part of the Cycle over the others. To move the learner through the learning process, delivery skills must shift in each part of the Learning Cycle.

 
What we will cover:
  • Take the Training Style Inventory–discover your unique strengths
  • Learn the role of trainer and the learner play in each of the four parts of the Learning Cycle
  • Identify how to assess the learning climate in each part of the Cycle
  • Build your Delivery toolkit with ideas and activities that serve the learning goal in each part of the Cycle
  • Build on your natural training strengths and identify stretches
  • Identify the unique needs of each Learning Style
  • Understand the four parts of the Learning Cycle
  • Create the unique learning climate needed in each part of the Cycle
  • Build your toolkit of activities that engage the learner
  • Learn visual tools you can utilize to enhance and reinforce lecture



 
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