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The Participant Workbook introduces the four stages of team performance, includes team and individual development plans, and numerous exercises for improving team performance. The Team Performance Inventory is a proven, reliable assessment instrument that identifies a team’s level of performance. The Team Performance Inventory is a comprehensive resource for assessing a team’s stage of performance, for conducting and facilitating team-building workshops, and for access to relevant resources for ongoing personal and team development. LearningKeys™ is an innovative strength-based program designed to help identify, appreciate and capitalise on their learning strengths. This report help students recognise their personal distinctiveness in terms of personality strengths and motivation, values, learning and thinking preferences.
The LPI Individual includes the use of the LPI Self assessment, a 30-item instrument helps individuals measure their leadership competencies, while guiding them through the process of applying Kouzes and Posner’s acclaimed Five Practices of Exemplary Leadership® Model to real-life organizational challenges.
In this training package, Ingrid Bens (author of the best-selling book Facilitating with Ease) includes all the necessary components for conducting her highly acclaimed Facilitation Skills Inventory (FSI).
This report helps identifies an individual’s cognitive thinking style, explaining the differences between the four cognitive styles (literal, intuitive, theoretical, experiential) and offers tips to enhance learning. This report helps identifies an individual’s perceptual learning style, explaining the differences between the three perceptual styles (auditory, visual, kinesthetic) and offers tips to enhance learning. The Children’s Profile is your guide to greater understanding of your child’s profile – open and fine tune the lines of communication between parents, children and siblings.
This 2-part carbonised questionnaire, scoring and graphing pages for the DISC Personality Profiling System with the three-graph analysis is most useful when running reports using the Personality System Software or the internet. Profile individuals to identify five key roles in team performance: Theorist, Executor, Analyzer, Manager, Strategist.
Gain valuable insight that you can use to establish rapport, open lines of communication, build trust, motivate and sell. Discover who you are, what motivates you, how you communicate and what your strengths and limitations are. This 360° leadership assessment tool helps students and young people measure their leadership competencies, while guiding them through the process of applying Kouzes and Posner’s acclaimed Five Practices of Exemplary Student Leadership® model to real-life challenges.
The revised and updated Coaching Skills Inventory (CSI), Third Edition can be used in a number of ways; as a stand alone tool, as part of the Coaching for Commitment Workshop, or as a part of another coaching or leadership course. The revised and updated Coaching Skills Inventory, Third Edition can be used in a number of ways; as a stand alone tool, as part of the Coaching for Commitment Workshop, or as a part of another coaching or leadership course.
The guide can be used in a number of ways; as a stand alone tool, as part of the Coaching for Commitment Workshop, or as a part of another coaching or leadership course. The profile is unique in that the focus is not only in assessing spiritual gifting, but also in finding ways to use the gifting to assist in practical, hands-on service and ministry. Situational Leadership® II (SLII) is recognized as both a business language and a framework for employee development that transcends cultural, linguistic, and geographical boundaries. Bringing together highly engaging classroom activities with pre- and post-tools helps reinforce, measure, and cement learning. Emotionally compelling videos, leveraging Hollywood talent, draw learners into character challenges, helping link content to practice and showing them the painful ramifications of not using SLII.


Learners are taken to the edge of their comfort zone and participate in challenging activities that require them to demonstrate their familiarity with SLII content and teach them how to integrate material into their own personal leadership style.
A self-study, momentum building video called The Power of SLII drives excitement and anticipation on the front end of learning and managers can use it as a refresher with team members so that everyone can learn the language of SLII. Access to videos, game cards, conversation starters, and streamlined participant materials include a new 12-module SLII Challenge, SLII Fitness Test, Goals Worksheet, SLII Worksheet, and One on One Worksheet. Note: While you can start at any of the major themes listed to the left of this screen, you should read the Introduction to get a background of learning styles. While VAK may have popularized learning styles, David Kolb, Professor of Organizational Behavior at Case Western Reserve University, is credited with launching the learning styles movement in the early seventies and is perhaps one of the most influential learning models developed. Learning is the process whereby knowledge is created through the transformation of experience. Learning requires the resolution of conflicts between dialectically opposed modes of adaptation to the world (learning is by its very nature full of tension).
Kolb's learning theory sets out four distinct learning styles, which are based on a four-stage learning cycle. Processing Continuum: Our approach to a task, such as preferring to learn by doing or watching.
Perception Continuum: Our emotional response, such as preferring to learn by thinking or feeling. This matrix provides a learning cycle that involves four processes that must be present for learning to occur.
Kolb called this Experiential Learning since experience is the source of learning and development (1984).
Reflective observation (watching): Observing before making a judgment by viewing the environment from different perspectives.
Abstract conceptualization (thinking): Logical analysis of ideas and acting on intellectual understanding of a situation. Active experimentation (doing): Ability to get things done by influencing people and events through action. Depending upon the situation or environment, the learners may enter the learning cycle at any point and will best learn the new task if they practice all four modes. Abstract conceptualization - Understanding the theory and having a clear grasp of the biking concept. Abstract conceptualization - Reading the manual to get a clearer grasp on what was performed. Active experimentation - Using your people skills with what you have learned to achieve your own coaching style.
Abstract conceptualization - Reading articles to find out the pros and cons of different methods. Reflective observation - Recording your thoughts about algebraic equations in a learning log. Kolb views the learning process as a context of people moving between the modes of concrete experience (CE) and abstract conceptualization (AC), and reflective observation (RO) and active experimentation (AE).


In addition, Kolb (1999) claims that concrete experience and abstract conceptualization reflect right-brain and left-brain thinking respectively. Kolb theorized that the four combinations of perceiving and processing determine one of four learning styles of how people prefer to learn.
Diverging (concrete, reflective) - Emphasizes the innovative and imaginative approach to doing things.
Assimilating (abstract, reflective) - Pulls a number of different observations and thoughts into an integrated whole. Converging (abstract, active)- Emphasizes the practical application of ideas and solving problems.
Accommodating (concrete, active) - Uses trial and error rather than thought and reflection.
Measure the internal, natural role that a person will play on a team, and what their most effective role will be. Find the career that matches your temperament and personal needs for motivation and job satisfaction. Its foundation lies in teaching leaders to diagnose the needs of an individual or a team and then use the appropriate leadership style to respond to the needs of the person.
Short, fast-paced learning scenarios using real work problems capture learners' attention. The SLII Diagnosis App for smart phones and mobile tablets enables diagnosis and coaching in real-time and can be shared with team members.
Note that this part of Kolb's model is more useful in that rather than trying to pinpoint a learning style, he provides a model learning program. Thus, the effectiveness of learning relies on the ability to balance these modes, which Kolb sees as opposite activities that best promote learning. Kolb believes that learning styles are not fixed personality traits, but relatively stable patterns of behavior that is based on their background and experiences. Views concrete situations from many perspectives and adapts by observation rather than by action. Good at adapting to changing circumstances; solves problems in an intuitive, trial-and-error manner, such as discovery learning. Posner as part of The Leadership Challenge suite of programs, products, and services proven to cultivate and liberate the leadership potential in everyone. Posner as part of The Leadership Challenge suite of programs, products, and services proven to cultivate and liberate the leadership potential in every person, at every level in any organisation.
Describes the role, key value to the team, core strengths, and potential limitations for each TEAMS style.



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