Homework help >  Week 6 As faculty members, you have be... > Published by: CPA Guru 3 years ago
By: CPA Guru
Subject: Psychology and education
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 Week 6 As faculty members, you have been asked to design a 4-hour Leadership Strategies course that would accommodate the learning styles for a selected 10 students. The students have all completed a learning style inventory in which three of the students are determined visual learners, four are kinesthetic learners, and the rest are auditory learners. Note: The intended audience for the c ...[Show More]

3 years ago


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Course Objectives:

We wish to co-design a learning environment that is interactive, collaborative, respectful, and thought provoking. Together, we will share ideas and wisdom, learn from one another and value diverse perspectives. The central objective is to provide new insights on your preferred leadership style and how you can adapt into how you can lead your teams more effectively whilst creating a top-line perspective on strategy and implementation.

Course Content:

Teams and team working • Decision-making and managing team-based conflicts • Relationship building • Fostering critical self-reflection • Managing performance • Leading team strategies into action

Learning Activities

Through a series of simulated and practical leadership challenges, performance reviews, feedback, 'best practice' and central plenary sessions, the course creates the right environment to practice the key elements of effective leadership at a strategic level. Participants will be encouraged to test themselves both in the practice and the theory of leadership and learn both from success and failure. Giving, receiving and accepting open, honest and constructive feedback and acting upon it are essential components of the course.

Kinaesthetic learning (also known as tactile learning), is when learners best acquire new skills and knowledge by ‘doing’.  This means making your training as practical, hands on and active as possible. It will be important to encourage activities when they can be physically present with other people – kinesthetic learners a very tactile and even like to touch other people when they are talking to them.

Visual learners aren’t difficult to spot. In a work setting, they may be the ones gravitating to the whiteboard or doodling in a notepad. They typically remember information best when they have seen it written in an acronym, in a photo, or in an illustration, rather than through hearing or reading it.

Leading auditory learners involves appealing to their natural inclination to respond to what they hear. A phone call or face-to-face conversation will work better than a long email. You can adjust your leadership style for auditory learners by having a meeting to deliver important messages and asking them to repeat key points to demonstrate their understanding.

Assessing learners

Method 1: Application and Implementation Ability

The key questions that evaluators seek to answer at this level include: • How effectively are participants applying what they learned? • Were there noticeable and measurable changes in the activity and performance of the leaders and aspiring leaders when back in their workplace? • Was the change in performance and new level of knowledge or skills sustained?

Method 2: Learner Satisfaction

When participants consider the information or learning from the class to be useful, the correlation with transfer is slightly higher.

The questions could all be answered on a 5-point scale but it is important to provide space for participant comments to get specific information about what worked and what did not. Questions that can be asked include:

 • How well did the participants like the learning process? • Is the program relevant to participants’ jobs and missions? • Is the program important to participants’ job/mission success? • Does the program provide new information? • Do participants intend to use what they learned? • Will participants recommend the program to others?

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