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Hi Fishes,
Is S&P planning to open offices?
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Hedge fund or VC route?
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Decided to payoff my mortgage.
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You have to first understand what their learning style is to be effective. If it’s not sticking and they are great then it’s worth the try.
All the above. When I had this issue with one of my reports I had him start providing me a list of his to dos for the next day and what he hadn’t accomplished and why. At first we would have a quick 15 min stand up to go through. As time went on it was meet once a week and then the list was once a week. Having him write things out gave him something to refer back to. It took more effort on my part but it was worth it.
Another thing to take into account is that they may be neurodivergent, such as those with ADHD. It can either be diagnosed or undiagnosed. It's not uncommon to have an undiagnosed case of ADHD for an adult as stigma has lessened and focus on, and diagnosis of, neurodivergence has really only picked up steam to a more widespread audience and understanding in the past decade or so. When I hear "learning styles", that is indeed something we in L&D put more and stock into about 5 years ago. However with more recent research and publications the industry is promoting that ideology less and less that "You're a visual learner.", and "I'm more of a kinesthetic learner." We have found the majority of adult learners benefit most from a blend of all learning "styles" into a comprehensive learning experience. It can be difficult for neurodivergent adults to follow any one type of learning. They will hopefully be able to put together tools and habits that they find works well for them, but understand it can be a bit of trial and error for a while. Your ability as their leader to offer accomodations and encouragement will go a long way especially if you believe this worker is worth the investment of time and support.
Some good resources for ADHD can be found on ADDitude.com
Thank you for this! I suspect ADHD, but I don't see that as anything to hold him back. In fact, I feel as if I'm just a small step on his journey to success. I feel the oneness is on me to best serve and educate him. This will be so helpful!
First of all it will require patience, understanding and acceptance of this particular situation.
You must identify and tap into the things he/she does well and you must all accentuate the positive and reinforce the value he/she brings to the team.
When addressing difficult matters use the Charmin approach which will deal with matter directly but Charmin will have a softer cushion method that will allow them to accept any adverse situation that might arise. I will end where I began Patience!!!
Find his learning style and use it. Some people take information by laughing, repeating, or having notes next to them for a long time. Continue until you learn which one worked best and use it !
Visual Storyteller
You have to find a learning style that works for them .Also ask him how you can help him. As a person with challenges I wish I had a person like you who wants to help
Thank you for this insight. I have spoken to him about the way he learns best (without making any implications to any difficulties) and he said he learns by doing, which is great, but the same mistakes keep happening. I'm to the point now where I have to point out each individual error and I fear that he'll become frustrated with the constant corrections. I do also point out when he gets it right and I'm very specific, hoping he'll build on that.
Am I close to being on the right track?