Learning Styles Questionnaire (LSQ)

The Learning Styles Questionnaire starts with an 80-item self-assessment that takes individuals approximately 30 minutes to complete. The result is a score containing the four learning styles with the highest score is the individual's dominant learning style using a four-quadrant model.

Surface team learning issues and help balance training methods to accommodate the different learning preferences in your group using the Learning Styles Questionnaire.

The LSQ is effective both as a stand-alone learning instrument and as part of a more comprehensive training program.

Use the LSQ to:

• Balance the learning styles of groups
• Help trainers identify the dominant learning style of participants
• Surface team learning difficulties
• Help managers understand and motivate their employees
• Discuss the learning process
• Help participants expand their learning style range

The accompanying workbook, Capitalizing on Your Learning Style, helps individuals make sense of their LSQ results. It shows individuals how to maximize their learning strengths, compensate for weaknesses, and develop their less dominant styles.

By the end of this training session, participants will:  

• Identify individual learning style preferences
• Increase the awareness of learning activities that are congruent with individual learning styles
• Learn how to maximize learning strengths
• Develop less dominant learning styles
• Balance the learning styles of groups
• Surface team learning difficulties
• Expand their learning style range

Product Type: Assessment. The Facilitator Guide includes everything you need to lead a successful training session.

Target Audience: Individuals at all levels.

Measures: How participants' behaviors match one of four learning styles.

Dimensions: Planning, experiencing, reviewing, and concluding.

Time Required: 1.5 hours.

Facilitator Guide: Order One Guide Per Trainer.

The Learning Styles Questionnaire Facilitator Guide includes comprehensive background information, activities, reproducible handouts, and even a professional PowerPoint presentation. Facilitator support materials will be available to you as a digital download link in your order confirmation.

Workbook 5-Pack: Order One Pack for Up to Five Participants.

The Workbook serves as a comprehensive takeaway and includes critical content, worksheets, and forms used during the workshop.

Paper Assessment 5-Pack: Order One Pack for Up to Five Participants.

The print version is ideal for facilitators who prefer to oversee scoring and administration of the assessment. It includes pressure-sensitive forms for manual scoring.

Online Assessment: Order One Per Participant.

Serving as the foundation for the workshop, the online assessment is administered to participants through the HRDQ Assessment Center. A detailed report is delivered electronically to the facilitator when complete.

Dr. Peter Honey is a psychologist who began work as an independent management consultant in 1969. He specializes in all aspects of human behavior and its consequences. He regularly conducts programs on developing interactive skills, creative thinking, and problem-solving. He is a member of the British Psychological Society and the Institute of Management Consultants. He is a fellow of the RSA, the Chartered Institute of Personnel and Development, the Institute of Management Consultants, and the Institute of Training and Occupational Learning. He was a founder member of the distinguished group that produced A Declaration on Learning, is a patron of the Campaign for Learning, and a trustee of the Lifelong Learning Foundation and the Prisoners' Education Trust. Dr. Honey is a dedicated lifelong learner and has written well over 20 books, numerous articles, and has a regular column in Training Journal.

Alan Mumford, D.Litt. is a UK-based consultant, researcher, and author whose primary focus is on how senior executives learn. His work takes him to countries as diverse as Nepal, Australia, South Africa, Finland, and the United States. His prime interests are covered in his books How Managers Can Develop Managers and Learning at the Top. Mr. Mumford has been involved with management training and development and with other aspects of managerial effectiveness for more than 20 years. At present, he is visiting professor of management development at Interactive Management Centre. He is continually involved in improving how most managers learn (in particular, through their regular work).