ISTJs learn best by experiencing, doing and practising. For them, the theory (and the links that can be made to their existing knowledge and skills) comes later.
They prefer to learn in an orderly and self-paced manner, and thus benefit from structured, well thought-out training programmes, self-teaching courses, or high quality coaching. Being set (and achieving) regular targets ensures that they maintain interest and gives them the feedback that they need to show them that they are making steady progress. Loose unstructured teaching without clear outcomes or with a high degree of experimentation, theory or 'play' does not appeal.
|are more interested in facts than in abstract theories|
|are more likely to employ proven ideas or methods|
|learn in a linear fashion|
|prefer to work towards a clear goal or end-product|
|enjoy hands-on training|
|value knowledge that has practical application|
|have a strong need for evidence or proof when learning new facts|
|are good at focusing and concentrating|
|are motivated by personal achievement, enhanced status and recognition.|
|engrossed in short 'here and now' activities such as business games, competitive teamwork tasks, role-playing exercises|
|able to stand back from events and listen/observe, e.g. observing a group at work, taking a back seat in a meeting|
|allowed to think before acting, assimilate before commenting, to prepare in advance|
|carrying out painstaking research|
|given the opportunity to review what they have learnt|
|asked to produce carefully considered analyses and reports|
|finding themselves in structured situations with a clear purpose|
|presented with ideas and concepts that emphasise rationality or logic, and are well argued|
|when concentrating on, or being shown techniques for doing things with obvious practical advantages e.g. saving time, drawing up action plans, dealing with awkward people|
|given the chance to try out and practise techniques with coaching/feedback from a credible expert|
|exposed to a model they can copy, e.g. a respected boss, a demonstration from someone with a proven track record|
|given immediate opportunities to implement what they have learned|
|the learning is abstract and theoretical and or practical benefit|
|expected to act without clear guidelines or opportunities for planning or practice there is no practice or clear guidelines|
|there are political, managerial or personal obstacles to implementation|
|asked to do something without warning, e.g. to produce an instant reaction|
|obliged to participate in situations with a strong emotional or interpersonal content|
|involved in unstructured activities where there is ambiguity and uncertainty|
However, engaging in learning activities that contain some of the above is often of greater benefit in terms of their overall development, as discussed earlier.
Now you know your learning style, you can choose the type of learning that suits you, or adapt learning material or courses you are attending to incorporate some of the ways you will learn effectively.
| Jaringan Ilmu | Ujian Personaliti | 16 Gaya Pembelajaran |