Defines the four most widely recognized learning styles and discusses the need to adapt one's training style to fit the trainees. Also stresses the importance of understanding one's own learning preferences and those of coworkers. (JOW)

Storytelling is an effective and efficient learning technology that is not fully appreciated. It is a natural medium that gives people a feeling of shared purpose. It can be a fun and effective way to learn. (JOW)

Discusses the theories of Robert Gagne who organized what was known about human learning into a useful model for teachers, trainers, and instructional designers. Describes his five domains of performance, eight building blocks of instruction, and nine events of instruction. (JOW)

Presents a discussion of learning styles by Lynn Curry, Rick Daly, Ashley Fields, Peter Honey, David Kolb, Patrick O'Brien and Gary Salton. Addresses learning style theories, style predictability, whether to teach exclusively to one style, and ways to make use of learning styles in corporate settings. (Author/JOW)

Briefly discusses perceptual and organizational differences between the brain's left (sequential) and right (associational) hemispheres. Suggests that learning situations can be greatly enhanced by involving the learner's right hemisphere and describes some ways to stimulate that portion. (MF)

Discusses various conflicting theories of motivation for industrial workers, most recently organizational behavior modification and several cognitive approaches, stating that trainers should avoid both faddism and isolationism in their management philosophies. (MF)

Some training failures may be attributed to lack of recognition that learning is a social activity and that collective learning results in communities of practice. The experiences of Dede Miller at Xerox Corporation and the gap that separates learning theory and common training practice show how hard it is to apply new approaches to workplace…

Web-based training will probably become the medium of choice for most technology-delivered training because of its worldwide accessibility and the ease with which it can be updated. The effect it will have on learning will depend on how well principles of learning and instruction are applied. (JOW)