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strongly developed preference for taking in information visually or
auditorily.
To keep it simple, I suggest that a combination of two words,
one from each of the following groups, will give you a more com-
plete description of yourself as a learner.

Eyes or visual Activist
Ears or auditory + Reflector = Learning style
Body or Theorist
kinesthetic/physical Pragmatist

Thus, there are 12 different possible combinations: visual/reflector,
auditory/pragmatist, etc. Once you recognize these simple descrip-
tions of different styles, work will never be the same again. You will
suddenly be much better equipped to predict the ways in which
your colleagues will react to certain situations and act accordingly.
When you are consciously aware of your preferred learning
style, you can take steps to develop those areas that you do not
instinctively prefer. You also become more aware of how and where
you would ideally like to take in and process information. If you are
facilitating a session or giving a presentation, you can make sure you
don’t stick rigidly to your own preferred learning style and run the risk
of failing to hit most of your audience! If you are really interested,
then you can also work out your Hermann Brain Dominance™ and
Myers-Briggs™ profiles to give you additional information.

LEARNING STYLES AND MEETINGS

One moment where people’s learning styles are particularly appar-
ent is during meetings, as the two contrasting meetings in Annie’s
day in Chapter 1 made clear. Using the Honey and Mumford learn-
ing styles, you can see how the different types might react:

Activists are the last to settle down at the start of a meeting. They
want to brainstorm everything and are always reluctant to read any
papers that have been tabled, preferring to talk about the practical