Learning Styles Test

What it is about

Twelve workplace situations, each with three possible answers. The result shows whether what you see, hear or try out takes you furthest – and what this means in everyday work: in learning, knowledge transfer and onboarding.

Why measure it? Most training speaks through a single channel: one person talks, the others listen. Those who do not learn this way get far less from the same session. If people know their own style – and see their team’s – they can learn and teach in a more targeted way.

Who is it for?

For managers and trainers involved in knowledge transfer: their own style may not match that of their audience.

For employees who want to learn a new system, process or profession more effectively.

For HR professionals, for training design and onboarding.

Can be interpreted at both individual and team level.

What does this assessment reveal?

• Recognising your dominant learning channel.
• Becoming aware of how learning style relates to the way you work.
• Concrete suggestions on how to learn and pass on knowledge more effectively.

What do the respondent and the manager receive?

• The respondentIndividual feedbackYour dominant learning style and the balance of the three channels.
• The respondentVisual profileA detailed description of what this means in your work and where your strengths lie.
• The respondentDevelopment directionDevelopment suggestions for all three channels.
• The managerManagement summaryThe HR manager or managing director receives a single aggregated report on all completions – without individual answers.