Video Testimonial. How a workplace conflict program helped me to build my family relationships

Celebrating Humanity International has run two Team Unity programs (Workplace Conflict Resolution) with a Swaziland City Council, over the past 14 months..

In this video testimonial, Benito Jones describes where he was as a family man, and the changes that he has made in his life as a direct result of the Celebrating Humanity Team Conflict Resolution programme.


My personal change – since the Celebrating Humanity Team Unity program by Benito Jones

29 April, 2013. Ghost Mountain Inn – Mkuze, South Africa.

Transcript of video testimonial by Benito Jones

An un-rehearsed interview with Benito Jones, a City Councillor in Mbabane Swaziland. We had the fortune to facilitate two Celebrating Humanity Team Unity (Conflict Resolution) sessions, with the council. One in March 2013 and another – with the newly elected Council – in April 2013. Benito was at both.

Halfway through the second program, Benito shared the life changes – that he put into effect because of lessons he took from the initial program.

Here is a transcript of this video, which is one of three- by Benito.

Interviewer: Brian Moore.
Great. Benny, you shared with us during the Mbabane City Council Team Unity program, how the program helped you to change your relationship with your family. And you were telling me what happened when you got home, to your family, prior to the (initial) program.

Prior to the program, I can honestly say that I wasn’t a capable father, in executing my duties as a parent – but … I used to shout at my children. I never understood my children better… before the program.

But after the program, I actually got to understand that there are no limits to being a parent. You need to give your children what is “worth” to them, as a parent.

But before, it was totally different. I had no time.

There were times when I came back from work. When they heard my car, coming into the yard, they run into their rooms, that the “monster” had come home.

But since, after, the program, everything has changed. Now we are more of a family, or more of friends, than we were before.

After the program – for once – after almost 10 years of marriage, I had a vacation with my family. Because they were able to trust me, that I won’t get upset and leave them wherever I had taken them on that particular day – something the children never did before.  Because they knew that we would go out to a particular restaurant, one teeny-weeny thing would upset me and I would leave them there. They would have to find their own way home.

So we had no bond. We had no trust with them. Up and ‘till I got into this progam which helped me a great deal. And when my wife heard that I am attending the same course, again – and for the second time – she was so elated that she asked me:-  What are you people feeding me, that is keeping me so calm? Which I never was before!

The objective that I was, was that it was always my way, or nothing else. But now I am able to listen to her, as well. For once, I am able to do as she wants me to do. We are able to coordinate issues as a family, as opposed to being “ordered.”

Now I am able to take orders, ‘though I don’t perceive them as orders, because we now live as a family.

So it had such a dramatic effect on my personal life and my family life…


I want to thank you for such an opportunity and such an exposure. And I hope it can go a long way in helping other people, not only personally, I mean, not only professionally – but even personally, as well. And that they can take this into their homes and into their relationships. And into their working environments.

Because  you find that if you are upset at work, then you take this thing, into your home. If you are upset at home, you cannot perform properly at work, because you are still fighting with your wife. That she didn’t iron your shirt properly, or that she was late for work. Therefore you were late for work, and so you had to take her with you..

So, it is quite and eye-opener of a program which I hope that God will bestow the power to you and help other people, as well, that have the opportunity and the courage to face problems. – as well as the will to succeed. Because if you have the will to succeed – these are such programs that you should attend.

Because they give you the character and strength to face another day. Because sometimes you sleep and you have no reason to live, but if you attend such programs they give you the will and vigour to wake up another morning – with a smile on your face, to face another day with hope and faith that this is the day!

Brian Moore

Thanks my friend. Awesome.

Team Building for Diverse Teams – A video testimonial.

Arthie and I are very fortunate to be able to work with people in a number of countries around the World. One of them is Swaziland.

In March 2013 – our client, in Hippo Hollow – Mpumalanga, South Africa was the Mbabane City Council – who needed to sustainability reduce conflict and improve relationships in the management and political team.

One of the delegates was Benito Jones, a passionate and very powerful person. Little did we know of the deep personal impact our Celebrating Humanity program has had on him, until we met again at a similar program for the newly elected councillors – on 28-29 April, 2013..

In this testimonial video Benito talks of where his family relationships were before the program and what has changed for him over the past year.

In another video Benito also ascribes his re-election to the changes that he has made in his life, since the Celebrating Humanity Program.

We wish him, his family and constituency well on their journey and look forward to more interaction with this awesome team.

Please contact us on or call +27 79 643 4457, should you need any more information.

You can find the video – here.

Living and Teaching Unity – Arthie and Brian Moore

Da Moores 2012 Arthie, Brian and Family‘Living and Teaching Unity’

An excerpt from: Golden Room.

Many cross cultural couples will readily include in their list of the benefits of being in a cross cultural relationship, the delight in being able to have two weddings that reflect their dual cultural heritage.But for Arthie and Brian Moore of South Africa, two weddings wasn’t quite enough to reflect, represent and celebrate this couple’s inspiring journey. They have in fact married each other seven times, and the second wedding was a surprise wedding!

Their story begins with a dream. The amazing and almost unbelievably accurate dream of a young girl in year seven at school, about the kind of man she wanted to marry. And the dream of a nation that it would one day be free from apartheid.Arthie grew up as a fourth generation Asian South African in a Hindu family classed as ‘Indian’..

Unusually her family came from divergent socio- economic backgrounds, with entrepreneurs on one side and fishermen and carpenters on the other side, her roots stemmed from indentured labourers from the Indian subcontinent.

From an early age Arthie’s family understood she was somewhat rebellious and determined, a person who knew exactly what she wanted and how to get it. For a school project Arthie wrote out her dreams where she described exactly who she would marry and what they would do with their lives together; her future husband would also be tall with blue eyes and blonde hair.

Perhaps her family only gave cursory attention to this detail. After all in the South Africa of this time White people and Asian, ‘Coloured’ and Black people had very little interaction. There were separate neighbourhoods, separate schools, separate churches, and separate sports leagues. In effect, just as the policy intended, -apartheid meaning separateness- the people of South Africa were separated in every conceivable way.

The ‘races’ of South Africa certainly did not intermarry. (more) via

Diversity Management in Schools.

Managing Diverse Teams in Schools

The Celebrating Humanity Way.
Celebrating Humanity International has over 20 years experience in diversity training, team building and team conflict resolution.
The focus of this enjoyable, inclusive, participative, non-threatening and effective team unity building© programme is to develop professionalism, trust, motivation, understanding, communication, relationships, unity, accountability and respect within your client’s team.
Challenges in conflicted diverse teams
1.     Poor inter-team relationships.
2.     Gossiping
3.     Quarrelling/ Back stabbing
4.     Personality and culture clashes.
5.     Bad attitudes.
6.     Poor or no communication.
7.     Racism/ Prejudice
8.     Low morale and commitment.
Resultant challenges for learners in this unstable environment

1.     Bad Educator and Learner attitudes.
2.     Low morale and motivation.
3.     Uncontrolled bullying.
4.     Learner absenteeism.
5.     Below normal performance.
6.     Learners ill-prepared for life

The secret is to lead diversity – not manage it.
In closing
“Put people together in a way that will have them bouncing ideas off each other, befriending each other, and taking care of each other, and suddenly they are coming to you, not with gripes and problems, but with solutions and great ideas.”
- Richard Branson, in his book, Business Stripped Bare 

Brian V Moore

Request a Team Building, Diversity Training
or Team Conflict Resolution proposal
or email:
or call +27 79 643 4457

Recent Celebrating Humanity Feedback – Judi Meyer

Feedback from our recent Celebrating Humanity work, near Pretoria…
This 1 day Celebrating Humanity Eye Opener Diversity Training program was facilitated at St Georges Hotel – near Centurion – on 3 May 2012.
Hi Brianand ArthieI have received very positive feedback from the day we spent with you and as you can imagine this experience has also set my thoughts into a different direction which I would like to share with you.

The main change I am experiencing at the moment is the realisation that we started this company because we felt that the corporate environment we where in was no longer “fun” and that we felt the working environment oppressive in the sense that there was no space for individuals and that each persons efforts and individual value add was not recognised. Unfortunately the challenges we face daily in the business environment and inter personally between the share holders has meant that this is the exact environment we have created!

I have learnt that I need to remember that it really is people who make a business and that we need to create an environment where these people can grow and have fun. That HR is about this and that this is where we now need to focus on this in order for us to create the business we set out to do! This will be my personal challenge and I hope that I will be able to integrate this into our company culture.

More than the content of your workshop I would like to thank you for sharing the “you” that you both are! I think this has had the greatest effect on all of us.

Judi Meyer | Financial Manager and Director
Delphius Commercial and Industrial Technologies

Request a Team Building, Diversity Training
or Team Conflict Resolution proposal –
or email:
or call +27 79 643 4457

Feedback from a successful team conflict resolution program

 Celebrating Humanity Team conflict resolution programs remove conflict from teams, through celebration, agreements, clearing and individual accountability.
Here is some feedback from a recent client:-
From a Sales Managers point of view on the training program Celebrating Humanity I found that as a head of department in the Sales division it was certainly beneficial to my whole team. 
I have noticed that their attitude towards one another and to their work has improved remarkably. There is a sense of urgency, motivation and commitment to evaluate a situation before making a decision on certain aspects of their job functions.
The Teambuilding: This was interesting and informative and gave me a different view on my staff I thought that I knew them all regarding their habits and what they did in their everyday activities both at work and on the home front “was I surprised” each individual had similar concerns which was not too much of a issue but had not been voiced in as much detail .This is where the trust and transparency filtered through even more that ever. 
I am perceived as an honest and trustworthy member in my department and this was nice to know that we collectively were brought closer together in sharing our views as a Team rather than individuals.
Methodologies: The methodologies that were applied in achieving the interaction between on another were how I shall say “INTERESTING”. It reminds me of the old saying Back To Basics how true this is, a simple good morning how are you, and how your weekend was is a great opener in any conversation followed with a Smile. 
For one to have the courage and trust in revealing ones personal problems, concerns, and even thoughts on a particular issue is normally a tedious extracting process, not the case when face to face as the exercise revealed where we say opposite one another and reveled our thought and concerns one felt almost obliged to spill all.
The perception that I had of some of the staff “in other departments “was misconstrued. I found them to be transparent and almost enthusiastic to tell me everything they possibly could in the short space of time that we had.
Ability to work with different cultures: This is an area that needs lots of work; it’s too easy to assume that people must answer you back in your home language. I need to take the time to learn the ways and cultures of those we interact with on a day to day basis.Just the basics will be a huge stepping stone forward, too often one feels not so much as embarrassed but more “not informed “well enough to attempt a simple SAWUBONA as an example to someone that we see on a day to day basis .We slip into our comfort zone and use our own native language. 
The body language I found interesting and different in each culture that I encountered as well.
Conclusion: Anyone that is willing to change for the better, the company and in the way they approach life in general will be pleasantly surprised of the outcome of this program. It has given me a different prospective on my staff and a better understanding of how they feel. 
The “buy in” from all has been fantastic and in particular an approach on how to “fix “issues is a joint venture between ourselves as “A Team”. The interaction with other department is much more “transparent”. A huge stepping stone in the right direction.
From: Dave Finch                                        Date: 3rd February 2012

Posted by Brian V Moore

Request a Team Building, Diversity Training
or Team Conflict Resolution proposal
or email:
or call +27 79 643 4457

How knowing your audience can create more sales and opportunities

Brian Moore talks to David Greenberg on how he has built business and relationships, internationally.

Find out how understanding diversity can make YOU more money!

Request a Team Building, Diversity Training
or Team Conflict Resolution proposal –
or email:
or call +27 79 643 4457

Presentation Styles.

Presenting to people with differing learning and communication styles.
Presentations often are very Auditory, strongly Visual or a combination of the two. Although the latter is better than the first presentation style – a number of people will not participate fully, nor will they be inspired and involved.
An Auditory presenter/ facilitator will often use wordy presentations, or flip chart statements to make their point. 
You will know that they are strong auditory communicators by the cleverness of their words, their stories and examples and the fact that they flip over the pages of their presentations/ flip chart pages once they have spoken of them.
They may be asked to “go back” to previous pages/ slides by visual learners.
They also love to teach by repeating their messages and live by the motto:- “Tell them once, and then tell them again and again.”
Their presentations sound brilliant to strong auditory learners, but can:-

a)    Bore visual learners with long-winded explanations. 
b)   Isolate Kinesthetic (experiential) learners by not physically involving them.

A Visual presenter will use visuals as much as they can. Some will be very detailed and intricate. They will normally display each visual/ flip chart on the walls, as they finish with it. This ensures that there is a long term reference for audience members. Their explanations are often brief and to the point, and they expect people to understand – from the graphic nature of presentation.
Their presentations are visual delights to strong Visual learners but can:-

a)    Isolate auditory learners with their focus on picture lessons and the limited focus on “talking it through.” 
b)   Isolate Kinesthetic (experiential) learners by not physically involving them.

Kinesthetic presenters will often get an example/ sample of the item under discussion, into the hands of the audience members. This ensures that they can touch, feel and experience it. Their words will have to do with the feel and experience. 
Their presentations feel good to strong Visual learners but can:-

a)    Isolate auditory learners with their focus on picture lessons and the limited focus on “talking it through.” 
b)   Isolate Visual Learners by not visually involving them.

The most important part of a strong presentation is to make sure that there is a “mixed grill” in terms of presentation styles.
12 steps to great presentations.
Presentations are verbal, sensory, visual and experiential. We must ensure that delegates have the opportunity to feel, hear, discuss, think, see, experience and intellectualise the lessons and information in the presentations.
1)   Our (not excessively long) speaking portion, must:-
2)   Have visual descriptions using colour words and audio pictures of place and things .
3)   Have heart and sensory words.
4)   Have power words, stories, sayings and examples.
5)   Ask feeling, seeing and hearing questions. How do you feel? Can you see what I am showing you? Do you hear/ understand the process thus far?
6)   Stories, sayings and examples
7)   Use numbered tips, such as: – “7 steps to having a great life.”
8)   And numbered steps to using a product, with step-by-step outcomes.
9)   These must be allied to visual media, graphics and pictures.
10) Actual examples, samples and working models should be distributed around the room, so that those who like to experiment can do so.
11)Copies of the slide show should either be handed out, or displayed on the walls. Anything written, or drawn on a flipchart page should be stuck around the room, on the walls – in order of presentation.
12)Time should be taken for interaction, discussions and for prodding, touching and experimenting with models, samples and examples. This will allow for an active question and answer session.
And a bonus:-
13)There should always be an element of fun in any presentation. 
In this way, everybody is involved. They will all feel as if you are presenting directly to them.
Enjoy. Touch some lives!
Brian Moore

22 July 2011
Celebrating Humanity International Communication, Learning, Diversity, Team Building and Team Conflict Resolution Specialists
+27 79 643 4457
Arthie and Brian Moore
CelebratingHumanity International – Copyright
South Africa.
Mobile: +27 79 643 4457

Learning Styles, Communication Styles and Relationships

Learning Styles, Communication Styles and Relationships
How your learning style affects your relationships and how you can get better results, yourself and with others.
Now that we know that we have a unique learning style, it is important to note that – as a result of that style – we also have unique ways of interacting, communicating, listening and behaving.

This impacts our relationships and our ability to build relationships with others.
Dominantly Visual Learners

They learn easily, see things quickly and find it easy to give their views and vision. They expect you to “get the picture.”

Their challenges are:-
  • Their inability to listen to an extended auditory presentation, or conversation.
  • Their habit of giving their answers, to other people’s problems, before they fully understand the challenge.
  • The speed with which they speak – this comes from the need to share “their picture” – in words. As pictures are formed immediately and words only come out one at a time, this slows down their ability to communicate – hence their need for verbal speed.
  • Their impatience with long speeches from Auditory learners and the time taken by Kinesthetic learners – when answering a question.
 What to do when communicating with a visual learner.
Keep their attention by:-
  • Demonstrating, showing or sharing with them through pictures, diagrams, maps and written instructions – with diagrams, graphics or pictures.
  • Using landmarks, visual and picture words.
  • Being concise and brief with your words, descriptions and conversations.
  • Use emails with an opening overview paragraph – just like a newspaper column. In this way the auditory and visual learners can quickly see if it is relevant to them to go to the next paragraphs – for additional information. Attach pictures and graphics to the email. Refer to another source/ link for any additional information.
  • Dressing smartly and by keeping your environment, workspace or home, tidy and clean. (If you are in a relationship, show them how much you love them, with flowers, dinner in a beautiful setting and always make sure that you look delectable!)

 Dominantly Auditory Learners

They understand fairly easily and simply love to tell their own view of the story – often before you have finished talking. 
If they think that you don’t, or may not understand – they will tell you the same thing – in many different ways. They invariably start telling you everything – right at the beginning. Don’t stop them – they may start their story again!
Their challenges are:-
  • Their inability to listen. They actually prefer the sound of their own voice and will try to take over the conversation.
  • Their habit of giving their answers, to other people’s problems, before they have fully heard the challenge.
  • They have a story with a moral – often very long – for most situations.
  • They often repeat themselves.
  • They love to impress with their grasp of language and will keep on talking as long as there is a listener (victim) to speak to.
  • They disregard pictures and will get you to “tell” them, everything!
What to do when communicating with an Auditory Learner.
  • Make sure that you do not try dominate the floor – tell them what you want to say and give them a time limit to give you their input, or feedback. (They will normally over run their allocated time anyway but there will at least be some time limitation to their “contribution.”)
  • Give them something written or recorded for them to review in their own time.
  • Use parables, quotations, stories and power words in your descriptions.
  • Be prepared to listen.
  •  Use emails with an opening overview paragraph – just like a newspaper column. In this way the auditory and visual learners can quickly see if it is relevant to them to go to the next paragraphs – for additional information.
 Verbal praise works well for Auditory Learners. Tell them what you like about them. And be prepared to tell them over and over again. (If you are in a relationship, tell them how much you love them. And then tell them again!)

Dominantly Kinesthetic Learners

They understand fairly easily “through doing and like to take time to store the experience. They seldom express their feelings, or input – unless comfortable with the people in the group.
As observers, doers and listeners – they are in touch with everything going on around them.
Their challenges are:-
  • The time that they take to come up with an answer to a question. This can put them under a lot of pressure. As they learn dominantly through doing and experience they refer to experiences for answers. This can take some time – and is very frustrating for visual and auditory learners. Visual learners normally pressure them for a “quick” answer and auditory learners will keep on repeating the question in different ways – until they get an answer!
  • Their inability to speak up – or say “no”, when asked to perform a task or do a favour.
  • Their habit of talking to people they are comfortable with about their problems with other people. This never resolves the issue.
What to do when communicating with a Kinesthetic Learner.
  • Make sure that you do not shout or embarrass them in any way. This will “hurt” them and they will not speak, participate or feel like working. (If we get our tone wrong – our highly kinesthetic 5 year old son says “You hurted my heart!” And then runs away and hides! This is equally true of Kinesthetic adults – they emotionally hide, when hurt.)
  • Make sure you make them feel safe and good about themselves.
  •  Let them get hands on experience to ensure long term retention and skills development.
  •  Step by step games, plays and movement are keys to transferring knowledge.
  •  Be prepared to empathise.
  • Use feeling words and warmth in chats and documents.
  • Use emails with an opening overview paragraph – just like a newspaper column.
  • A pat on the back or warm praise works well for Kinesthetic Learners. They must feel that you care and to feel safe. (If you are in a relationship, a hug works far better than flowers or love poems!)
Visual Auditory.
This combination of VA means that you have a person who is good with words, says what they want to and looks for the answers through pictures and words. They have little challenges in communicating, teaching, presenting, or learning – but can be a bit too straightforward, at times.

When Kinesthetic meets Visual (VK or KV)

  • VK – the more visual – the faster the speech and the easier it is for the VK to communicate.
  • KV – The more kinesthetic – the less likely they will speak up when “emotionally” injured. They will most often store their upsets – until they form the basis of an explosion. In the interim they may talk to people they trust and feel safe with. When they finally explode it will come out at loud and at high-speed. Once they have fully revealed their feelings, they will happily move on. 
They often do not take into account the damage, their explosion as caused in their relationships. “Oh I am so glad I spoke to you about this!”
They may not remember all of the details of the arguments/ explanations. As long as the big picture is removed from their hearts – they will be happy.

When Kinesthetic meets Auditory (AK or KA).

  • AK – The more Auditory, the more easy it is for an AK to speak up. They will explain and explain the issues – to whosoever will listen – because their “story” runs around in their heads for a long time.
  • KA – The more Kinesthetic the less easy it is for a KA to move on from a perceived or real emotional “injury.” They too will most often store their upsets – until they form the basis of an explosion. In the interim they may talk to as many people as they can – who they trust and feel safe with.
When they explode they will have a heated verbal go at the latest “perpetrator.” 
They begin their stories from the first time that they felt this “pain.” They will then remember and bring up everything similar that has happened in their lives. They will repeat their stories ad infinitum – to their trusted friends and the “perpetrator – now victim!”
They often go back, again and again until the pain has left their “hurted” heart! And if the person they are angry with raises any other issues the AK/ KA will have many examples of associated stories to justify their anger.


Often they feel bad about their behaviour and have to go back and apologise. At this point – do not be surprised if they start giving lots of historical reasons for their behaviour!
What we can do to Prevent such Communication disasters.
If you are strongly Kinesthetic – it is critical to learn to speak up, when you are not comfortable with the way that you are being treated. 9 times out of 10, this will NOT upset the person you are speaking to. What will hurt them will be the shock explosion, that comes from your own inability to get uncomfortable issues out of the way. 
Talk clearly, openly and with respect. If you cannot change the situation, or are faced with a perennial abuser – move on. You do not deserve to be stuck in an abusive relationship. Nor do you need to become the abuser – when you are stretched to your emotional limit.
If you are strongly Visual – and/ or Auditory make sure that you listen more carefully. Do not say everything that comes into your mind – without thinking of the human being in front of you. Adjust your tone and attitude, to suit them.
If you are very Auditory – respect the fact that other people are also intelligent. Reduce the number of ways that you use to explain “things.” Ask more questions, listen more and don’t talk so much. Use pictures for the Visual and models for the Kinesthetic learners.
Visual Learners may need to use more words, than they want to use – with Auditory learners and exercise patience when waiting for answers from Kinesthetic learners.
 It always helps if you draw a picture of the conversation (block diagram), to keep your attention focused on the talker and what they have to say.
Please comment and add your input. We will be delighted if you share this blog.
Brian V Moore and Arthie Moore – Copyright
29 June 2011
Celebrating Humanity International Communication, Learning, Diversity, Team Building and Team Conflict Resolution Specialists
+27 79 643 4457
Arthie and Brian Moore
CelebratingHumanity International – Copyright
South Africa.
Mobile: +27 79 643 4457

How to Assess Learning Styles.

Learning Styles and Communication Styles
How to assess the learning styles
of your family, your child, your child’s teacher, your clients and your friends.
Each person’s learning style is unique and perfect, as it is.

We can all improve our communication, learning/ teaching ability and relationships through simple observation techniques – and by choosing our behaviour and communication methods. This is based in observing your student, family members, teacher, client, friend and noting their:-

1.    Speed of speech. How fast, how much, or how thoughtfully they talk.
2.    Vocabulary. The words that they use.
3.    Directions. How they give directions.
4.    Physical Involvement. Their hand and body movement
5.    Eye Movement. Most importantly – how their eyes move, when they have to think.
When we do this we can assess their natural and preferred learning style. This is made up of a combination of learning through seeing, doing, telling and listening.
Our dominant learning style, and theirs, normally determines how we communicate. Understanding ourselves and our subject show us how best to teach and to learn – and gives us the keys to communicating concepts, visions, messages and presentations to individuals – and to groups.
We all have very unique learning styles, which are made up of varying levels of Visual, Auditory and Kinesthetic learning preferences, however when we find the dominant aspects within a person’s learning style, we can focus more on those.
With these keys we are able to take charge of the communication that we share or receive, by making simple adjustments in the way in which we communicate with individuals and groups of people – and by taking charge of the way in which others communicate with us.
Basic Learning Styles
We all learn through a combination of the 3 basic learning styles. In each of us certain aspects are stronger than others.
Basic Learning Styles Overview Descriptions
Seeing and Reading
Listening and Speaking
Touching and Doing
The basic learning styles are (V) Visual, (A) Auditory, (K) Kinesthetic.


Basic Combinations/ Dominant Learning Styles
Seeing and Reading
Listening and Speaking
Listening and Speaking
Touching and Doing
Seeing and Reading
Touching and Doing

Basic combinations are (VA) Visual Auditory, (KV) Kinesthetic Visual and (AK) Auditory Kinesthetic.

·         Visual learners learn, share and receive best through pictures, photographs and visual displays.
·         Auditory learners learn and receive best through hearing and talking. They share best through words.
·         Kinesthetic learners learn and receive best through doing and experiencing and share best when demonstrating processes and ideas.
The impact
The way we learn impacts our:
  1. Study Methods and Teaching Style 
  2.  Sales Techniques 
  3. Presentation  and Public Speaking Style 
  4.  Coaching and mentoring methods 
  5. Ability to Retain and Share information 
  6.  Results in exams, presentations, sales opportunities. 
  7.  Communication Style 
  8.  Behaviours, Relationships 
  9. And our Future.
Assessing Learning Styles

If you wish to communicate better with a person – take charge of the conversation and observe.
  1. Ask questions that cause him/her to think. Note: Asking something that they easily have the answer to (like their name) will not reveal any signs. 
  2. When they answer a question, ask another. Use open questions to get them to think even deeper. (Eg. “Why did you like him?”, “What made you choose that outfit.”). The signs will become more apparent. 
  3. Ask them for directions from one point to another, in an area that they know reasonably well.
  4. Watch the direction of their eye movements, as they reflect upon the answers. 
  5.  Listen to their answers. Note the words they use and the speed of their speech. 
  6.  Observe their hands and body movement.
  1. If you are an observer, PLEASE do not answer for the person being assessed. This does not help at all. 
  2.  If you are being assessed – just relax. This is all normal and the knowledge gained will help YOU, in YOUR studies, communication and relationships.
Dominantly Visual Learners

Visual learners:-
  1. Eyes look up, or into the distance, when accessing information and answers to your questions. 
  2. Often talk fast using visually descriptive words, including colours and visual words – such as – Picture, vision, see, show, look, visualise, seen and saw 
  3.  May ask, “How does this look to you?”
4.    They use landmarks when giving directions. Road names are not as important to them, unless there is a very visible road sign with the name on it, or it is a major and well known road.
5.    They will normally start their directions with a well-known landmark. Eg. “Have you seen the KFC in Church Street?”
Dominantly Auditory Learners
 Audio learners:- 
  1. Glance occasionally to the ear on the non-dominant side, when accessing information and answers to your questions. (I.e. if they are right-handed they look left and vice versa.) 
  2. Talk a lot and like to dominate conversations they use sound words, with strong emphasis on key words. The words used are – Mission, story, heard, hear, listen, speak, say, whisper, understand, tell and ear.
3.    May ask, “How does it sound to you?”, “Can I sound you out, about..?”, “Did you hear about?”
4.    They use road names, traffic lights, circles and T junctions when giving directions. Landmarks are not as important to them, unless it is a national landmark – and even then they will tell you what the sign “says”, on the front of the building. They normally start the directions from where you are parked. Even if you are in another city!
Kinesthetic Learners

Kinesthetic learners:-
  1. Eyes look towards the ear on the dominant side and to their hands – when accessing information and answers to your questions. (I.e. Right handed people look to their right ear – in addition to their hands.) 
  2.  Often take their time and talk thoughtfully, whilst moving, holding their hands or fiddling. They use emotive words, such as – feel, feeling, felt, sensed, moved, cared and safe.
3.    May ask, “How does this feel to you?”
4.    They often do not like giving directions and when they do they will talk and show, whilst physically showing the journey, using body and hand movements. 
5.    They are happier if they can find somebody else to give directions, or get you to a nearby  place where you can get directions 
6.    In real-life situations – some very kinesthetic people may even jump into your car and take you to your destination!

Dominant combinations
Once we have these signs for the basic learning styles it is important to look for other signs that show the various dominant combinations. 
These are Audio Kinesthetic, Visual Kinesthetic and Audi Visual. The more someone leans towards one of Visual, Audio or Kinesthetic the more dominant that aspect becomes and the less dominant the other aspect will be.
Audio Kinesthetic Learners (Kinesthetic Audio) AK or KA

Audio Kinesthetic learners:-
  1. Glance from left to right – and to their hands, when accessing information and answers to your questions.
2.    Normally only talk a lot when comfortable and can at times take time and be reserved – thoughtful. They use sound and emotive words.
3.    May ask, “How does it sound, or feel, to you?”
4.    They use road names, traffic lights, circles and T junctions and body/ hand movement – when giving directions. 
5.    The more audio – the more talkative they are.
6.    The more kinesthetic – the more reserved and physically expressive they are.
Visual Audio Learners (Audio Visual) AV or VA
Audio Visual learners:-
  1. Eyes look up, into the distance and glance occasionally to the ear on the non-dominant side, when accessing information and finding answers to your questions.
2.    Often talk well with power words using auditory and visually descriptive words, including colours and power words.
3.    May ask, “I just want to sound you out. How does this look to you?”
4.    They use landmarks, road names, traffic lights, circles and T junctions when giving directions. 
5.    They find it easy to learn and communicate.
Visual Kinesthetic Learners (Kinesthetic Visual) VK or KV
Visual Kinesthetic learners:-
  1. Eyes look up, or into the distance and towards the ear on the dominant side and to their, when accessing information and finding answers to your questions.
2.    Sometimes talk fast – when comfortable – and at other times are more reflective and thoughtful. They use emotive and visually descriptive words.
3.    May ask, “Hold this and tell me how looks to you?”
4.    They use landmarks and physical body movement, when giving directions.
5.    The more visual – the more landmarks and openness, to give directions and talk or show.
6.    The more kinesthetic – the more thoughtful and reflective – and the more their body and hands will move.
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Celebrating Humanity International
Communication, Learning, Diversity, Team Building and Team Conflict Resolution Specialists
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Arthie and Brian Moore
CelebratingHumanity International – Copyright
South Africa.
Mobile: +27 79 643 4457