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“But I told him ten times,” the manager says in an exacerbated tone. “And he still doesn”t listen and do it correctly.”

If this sounds familiar, have you considered it”s the way you are delivering the message and teaching him?

Managing people and being managed by people is similar to a dance in that both people must have trust in the other”s ability. Each must learn the steps to the dance or both will end up looking foolish, not having fun and toes will inevitably be stepped on. Trust is pivotal for growth to flourish.

It is important to keep “auto-responses,” such as trust and fear in mind when developing your organization. Many organizations inadvertently have created fear-based cultures. As a result, when people feel threatened, they will operate from the oldest, most primal part of their brains.

This part of the brain focuses on safety and self-preservation rather than innovation, efficiency or working in unison. Therefore, one must develop trust with and among team members before moving toward professional development and training. One way to develop trust is by training using each person”s unique learning modality.

Human beings have four different learning styles and successful managers have studied and practiced teaching within all four so they increase their odds of being successful with subordinates and projects. Basically, people learn by doing, seeing, hearing or feeling.

Hearing: Some people learn best by hearing lectures, engaging in discussions or listening to audio tapes.

Doing or Kinesthetic Learners: Others are very good at learning by doing and exploring, practice exercises, role-plays or group activities where people interact with others.

Visual Learners: These people create mind movies and learn best through the use of visual aids, flip-charts, video-tapes, basically any medium that is graphically presented to them.

Feelers: Typically “feelers” are more in touch with their feelings and use this medium to transfer information. Use story-telling or one”s own personal experience to get the lesson across. The main point is to connect with the person and then transfer the data through this emotional channel.

Everyone has the ability to learn adequately using any of these methods in a random fashion. However, you significantly increase your odds and decrease the learning time if the manager taps into the subordinate”s “natural learning channel.” Just as you would be more successful trying to connect with Jane using Jane”s email address, you will be surprised at how much more successful you are when you use Jane”s correct learning method. How does one find out which learning style works best?

Observe and listen for cues to learning styles, such as a person using terms such as: I “see” what you mean; Or, I have to “see” it for myself; Or, I learn best when I “touch it” and “figure it out for myself.” The first two examples suggest a “seeing” style and the third suggests a “doing or kinesthetic” style. Often people may have a good idea of their learning style, so ask them.

Being a successful manager takes into account every person”s need to feel safe and secure while learning. Moreover, one must embrace the various techniques and methods available to stimulate the four learning modalities within the human mind, which are hearing, doing, seeing and feeling.

Getting the best out of you and the people you manage in the shortest amount of time requires you to leverage technology. Technology of people is based in psychology and how people function and learn.

Once you master these techniques, managing people will become much easier and more fulfilling, since most everything we do is achieved with and through the help of others.

Kelly Graves is the CEO of Chico-based Internal Business Solutions, Inc. Visit the company”s website at www.ProfitWithIBS.com. He can be reached at Kelly@ProfitWithIBS.com.

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