The KOLB Learning Style Inventory 3.2 is one of four versions of the KOLB assessments and is the premiere product for assessing learning style for individuals and teams.  Use it for things like teamwork, handling conflict, communication and career choice and to find out why teams do or don’t work well.   See the other KOLB tools including the KOLB Team Learning Experience too.

• KOLB Learning Style Inventory 3.1
• KOLB Learning Style Inventory 3.2
• KOLB Learning Style Inventory 4.0 
• KOLB Team Learning Experience
• NEW – KOLB Experiential Learning Profile (KELP)

These tests provide the answers you need to make informed decisions and coach effectively.

Want more information about this test?  Get it now.  Please REQUEST MORE INFO and we’ll reply promptly.

Not the perfect fit?  No problem.  We have many similar tests to choose from.  See alternatives in the LEARNING STYLE category section of our site.

---

 

This assessment is the 3rd version of the leading measure for learning style (available only in paper format).  It helps individuals and teams understand their respective learning styles and to work more effectively as a result.  Use the Search function (upper right) to find our other learning tests including optional “The Kolb Team Learning Experience” companion product.

Based on David Kolb’s latest research, the Kolb learning style inventory, 3.2 (LSI3.2) takes the 4 preferred learning styles found in the Kolb learning style inventory, 3.1 (KLSI) and breaks them down further into 9 styles. Using these 9 styles, participants gain a more comprehensive understanding of their learning style. Everyone has their own way of learning. Understanding your own style and that of other people and can help you tune into the needs of others so that you and your team work more effectively.

New learning style types:

• Initiating
• Experiencing
• Imagining
• Reflecting
• Analyzing
• Thinking
• Deciding
• Acting
• Balancing

Use the Kolb learning style inventory 3.2 (LSI3.2) to help your employees and students:

• understand how their learning style impacts upon problem solving, teamwork, handling conflict, communication and career choice
• develop more learning flexibility
• find out why teams work well – or badly – together
• strengthen their overall learning.

Why choose the LSI 3.2?

Understanding how people learn can help you to target your training and development efforts, motivate teams and make optimum use of your collective time, resources and capabilities. The Kolb LSI recognized individual learning preferences, while encouraging individuals to expand their learning strengths. Based on experiential learning theory, the learning style inventory was developed by David Kolb, Ph.D. with research that began in 1971. It identifies four phases in the learning process:

• experiencing: learning from experience, being sensitive to feelings and people
• reflecting: reserving judgment, taking different perspectives, looking for meaning
• thinking: logically analyzing ideas, planning systematically, using concepts
• acting: showing an ability to get things done, taking risks, influencing.

Most people have preferences for certain phases. They may even skip phases they feel least comfortable in. The LSI 3.2 helps your employees or students understand their unique learning preferences, so that they can develop a well-rounded approach to their learning and problem solving. Some educators have decided to use the LSI in their research with staff or students.

What about learning flexibility?

Learning flexibility is your ability to adapt to the demands of different learning situations. Learning flexibility expands your comfort zone. Your readiness to engage fully in experiencing, reflecting, thinking, and acting enables you to deepen and enrich your knowledge and understanding. While the LSI 3.2 includes the new 9 styles, we could not accommodate learning style due to the complexity in scoring flexibility on paper; however, the online Kolb learning style inventory, version 4.0 includes the 9 learning styles and a flexibility measurement.