(before New Year) Setting Your Goals

By: Brian Tracy

In my conversations with hundreds of top salespeople over the years, I have found that they all have one thing in common. They have taken the time to sit down and create a clear blueprint for themselves and their future lives. Even if they started the process of goal setting and personal strategic planning with a little skepticism, every one of them has become a true believer.


Becoming a True Believer
Every one of them has been amazed at the incredible power of goal setting and strategic planning. Every one of them has accomplished far more than they ever believed possible in selling and they ascribe their success to the deliberate process of thinking through every aspect of their work and their lives, and then developing a detailed, written road map to get them to where they wanted to go.

The Definition of Happiness
Happiness has been defined as, "The progressive achievement of a worthy ideal, or goal." When you are working progressively, step-by-step toward something that is important to you, you generate within yourself a continuous feeling of success and achievement.

You feel more positive and motivated. You feel more in control of your own life. You feel happier and more fulfilled. You feel like a winner, and you soon develop the psychological momentum that enables you to overcome obstacles and plough through adversity as you move toward achieving the goals that are most important to you.

Determine Your Values
Personal strategic planning begins with your determining what it is you believe in and stand for-your values. Your values lie at the very core of everything you are as a human being. Your values are the unifying principles and core beliefs of your personality and your character. The virtues and qualities that you stand for are what constitute the person you have become from the beginning of your life to this moment.

Your values, virtues and inner beliefs are the axle around which the wheel of your life turns. All improvement in your life begins with you clarifying your true values and then committing yourself to live consistent with them.

Fuzzy or Clear?
Successful people are successful because they are very clear about their values. Unsuccessful people are fuzzy or unsure. Complete failures have no real values at all.

Build Self-Confidence and Self-Esteem
Values clarification is the beginning exercise in building self-confidence, self-esteem and personal character. When you take the time to think through your fundamental values, and then commit yourself to living your life consistent with them, you feel a surge of mental strength and well-being. You feel stronger and more capable. You feel more centered in the universe and more competent of accomplishing the goals you set for yourself.

Action Exercises
Here are two things you can do immediately to put these ideas into action.

First, decide for yourself what makes you truly happy and then organize your life around it. Write down your goals and make plans to achieve them.

Second, begin with your values by deciding what it is you stand for and believe in. Commit yourself to live consistent with your inner most convictions - and you'll never make another mistake.

CDC December Fair 3rd 2011 & December's WTS

Joint with us...

@ CDC December Fair 3rd 2011
26 - 29 December 2011 - Aula AK Anshori, 3rd floor of Center Office of UMP, start every day at 08.30 wib
and
Entrepreneurship Student Expo 2011, on Parking Area of Center Office of UMP, start every day at 08.30 wib till night

Day 1st
Talkshow: "How to be a Success Teacher"
Speaker: Muhdirin, S.Pd, M.Ed (alumni of UMP and Flinders University of South Australia)

Day 2nd
Talkshow: "Mentality of Entrepreneurship"
Speaker: Eka Widi Nugroho, ST (alumni of UMP and owner of PT Mitra Karya Perkasa, CV New Sahabat Bisnis, and CV Toko Lancar)

Day 3rd
Talkshow: "How to be a Success Medical Representative"
Speaker: Wahyudi Setiawan, SS (Successfull MedRep, 5 years career from MedRep untill Product Manager in PT. Kimia Farma, Tbk, the only non Pharmacist one who ever positioned as Product Manager)

Day 4th
Talkshow: "Creativity in Entrepreneurship"
Speaker: Firmansyah Budi P, SH. ST. M.Si (Owner Cokro Tela Cake Jogjakarta and creative idea teams from Jogjakarta)


December's 2011 WTS (Workshop, Training, & Seminar)

- Seminar & Training: "Jobhunting"
Outline : know & simulating how to writing CV & application letter, handling interview & psychological testing
Time & Place: Aula FISIP Unsoed, December, 11, 2011
Trainer : Ugung DA Wibowo
Trainee : Students of FISIP Unsoed

- Serial Training: "Basic Leadership Training for IPM"
Outline : mass psycholofy
Time & Place: Aula PA Muhammadiyah, December, 16, 2011
Trainer : Ugung DA Wibowo & others
Trainee : IPM Banyumas

- Training: "Basic Darul Arqom", session: "Motivation"
Outline : upgrade & build self-motivation
Time & Place: Aula PA Muhammadiyah, December, 16, 2011
Trainer : Ugung DA Wibowo & others
Trainee : Students of Psychology Faculty of UMP

- Workshop: "Softskills Implementation @ SMK"
Outline : know & undestanding softskills, and how to implementing @ SMK
Time & Place: SMK Muhammadiyah, December, 31, 2011
Trainer : Ugung DA Wibowo
Trainee : Teachers of SMK Muhammadiyah Wonosobo

November's 2011 WTS (Workshop Training & Seminar)

- Motivation Training: "to be a Champion" (pending)
Outline : build strong motivation and cohesive teamwork
Time & Place: -, November, 05, 2011
Trainer : Ugung DA Wibowo
Trainee : FISIP FC



- Weekend Talkshow: "Puberty"
Outline : sharing and discussion about puberty and reproduction health
Time & Place: Aula Al Irsyad, November, 12, 2011
Trainer : Ugung DA Wibowo
Trainee : grade of 6th of SD Al Irsyad

- Workshop: "to be Achieving Student (Mahasiswa Berprestasi)"
Outline : strategy to winning the achieving students competition 2011-2012
Time & Place: Hotel Moro Seneng, November, 18-19, 2011
Trainer : Ugung DA Wibowo & SSC UMP
Trainee : UMP students selection

- Training: "Leadership Up Grading"
Outline : develop & inspire leadership of leaders of intra campus student organization of UMP
Time & Place: Baturraden Adventure Forest, November, 19-20, 2011
Trainer : Ugung DA Wibowo & STC
Trainee : Leaders of UMP Student Giovernment

- Sharing: "Great Parenting"
Outline : strategy to be a smart parent
Time & Place: Aula Putera Harapan Pu Hua School, November, 26, 2011
Trainer : Ugung DA Wibowo
Trainee : parents of Putera Harapan School's student

Info 4 My Students: Slide of MK Psychological Assessment

Psychological Assessment is “The set of process of used by a person or persons for developing impression and images, making decission, and checking hypothesis about another person’s pattern of characteristics which his/her behavior interaction with the environment.”

Purposes of the psy assessment are:

1. To develop description and images of the person
2. To make decissions about the relation of the person to his/her environment and potential environment
3. As a research aids in testing hypothesis

Lets begin 2 learn about psychological assessment by the slide of MK Psy Assessment, here is...

1. chapter 1. introduction of psyhological assessment, please click here
2. chapter 2. about psychological testing, please click here
3. chapter 3. intelligence testing, please click here
4. chapter 4. aptitude testing, please click here
5. chapter 5. interest testing, please click here
6. chapter 6. personality testing, please click here

and post mid-semester

7. chapter 7. interview & observasi, please click here
8. chapter 8. focus group discussion, please click here
9. chapter 9. participatory rural appraisal, please click here
10. chapter 10. data comparation & analysis
11. chapter 11. psychological assessment repport, please click here
12. chapter 12. ethics in psychological assessment, please click here

Case Study for Class: A
- clinical psycology case
- educational psychology case
click here

Case Study for Class: B
- social psycology case
- industrial psychology case
click here

Info 4 My Students: Handbook and Task of MK O/I Psychology

“the scientific study of the relation between man and the world at work; the study of the adjustment people make to the place they go, the people they meet and the things they do in the process of making a living” (Guion, in Muchinsky 1983)

“both the study of behavior in organizational and work settings and the application of the methods, facts, and princiiples of psychology to individuals and groups in organizational and work settings” (APA).

Those are two of definition of Organizational & Industrial Psychology (O/IP).
Lets study its by this slide and the handbook (diktat)

1. definition, concept, and history of O/IP, please click here
2. individual difference and its measurement, please click here
3. work motivation, please click here
4. work satisfaction, please click here
5. work stress, please click here
6. job analysis, please click here

and post mid-semester

7. recruitment and selection, the dictat please click here
8. compensation/salary, the dictat please click here
9. training, the dictat please click here
10. promotion & mutation, the dictat please click here
11. engineering psychology, the dictat please click here
12. consumer psychology, the dictat please click here



List of Individual Task: Variabel Description & Exploration by Journal Topics
1. Amanda Ayu Indrasari --> Work Stess (sent 17/11/2011)
2. Risa Yuliana --> Job Satisfaction (sent 18/11/2011)
3. Nur Sidik --> Work Ethos (sent 18/11/2011)
4. Deni Perdana Putra --> Compensation (sent 18/11/2011)
5. Runi Hapsari --> Customers Satisfaction (sent 18/11/2011)

6. Probowati Budi Astuti --> Work Discipline (collected 18/11/2011)
7. Anesteti Galuh Pangestuti --> Knowledge Management (collected 18/11/2011)
8. Anita Yosiana Dewi --> ...? (reject, what variable which you describe? So, make another journal/topics, please)
9. Tika Lestari --> Performance Appraisal (collected 18/11/2011)
10. BramantyaWishnu AI --> Organizational Culture (collected 18/11/2011)

11. Hemi Argiyana --> Emotion Intelligence (sent 19/11/2011)
12. Nuri Asih --> Work Load (sent 19/11/2011)
13. Ervina Wahyuningrum R --> --> Service Quality? (sent 21/11/2011)
14. Jelita Rahmawati --> Labor Law (sent 19/11/2011)
15. Hanjuang Kusuma --> Pension (sent 19/11/2011)

16. Maulana Fadli --> PHK (sent 19/11/2011)
17. Firman Silahuddin --> Coping Strategy (sent 19/11/2011)
18. Prayuda Nur Rifki --> Work Traits (collected 19/11/2011)
19. Diah Wardani --> Reward (sent 20/11/2011)
20. Ken Ardhacandra P --> Organizational Behavior (sent 20/11/2011)

21. Hariz Sukantri --> Turn Over (sent 22/11/2011)
22. Yurike Budiargo --> Work Performance (sent 22/11/2011)
23. Siti Khatijah --> Ergonomy (sent 22/11/2011)
24. Masrinaldi --> Industrial Relation (sent 23/11/2011)
25. Vandi Nur Wirawan --> Organizational Communication (sent 23/11/2011)

26. Arief Puguh L --> Organizational Commitment (sent 23/11/2011)
27. Agustin Indra S --> Productivity (sent 24/11/2011)
28. Triyas Alvan Fauzi --> ...? (reject, what topics that you analyzed? So, resend with certain topics...)
29. Heni Purwati --> Organizational Conflict (sent 24/11/2011)
30. Anita Yosiana Dewi --> Product Design (sent 01/12/2011)

31. M. Abdulrochim --> Marketing Mix (sent 19/01/2012)
32. Adam Akbar SH --> Environmental Performance Evaluation (sent 19/01/2012)

Techniques that Help Trainers Become More Interesting

by: Guntur B. Somanggi
source: Trainers Club Indonesia

No one can argue that being an interesting trainer is a quality that will almost always guarantee successful training sessions. No one wants to spend a training day listening to a boring trainer.

Successful trainers know that to deliver a useful memorable course, they must make it engaging. They make sure that they are remembered as part of the process of teaching and helping others to stick to new skills and habits long after the course is delivered.
Over the years we have identified a critical set of techniques that help trainers become more interesting. These techniques are as follows.

1. Tell a Good Story
Everything has a story. With story we understand how the world around us works. We constantly hear other people’s stories and tell our own. We also know how powerful good stories are. The problem is that despite this knowledge still not many trainers use storytelling to their advantage. Good stories can make you a legend and the story can become so memorable that no one who hears it would ever forget it again. That’s the kind of story you want to tell, and that’s an art to master. If you want an example, have a look at this masterpiece story telling by Anthony Robbins:
http://www.youtube.com/watch?v=_TC6jSRSElk

2. Differentiate Yourself from Others
To be interesting, sometimes you need to be different. Establish your own brand by making yourself appear unique. Everyone is unique, though sometimes in our effort to blend in we end up getting lost in the competition. Think of ways that you can make yourself more memorable; what to wear, what to talk about, what props to use, what exercises to run, all of them in line with the particular “brand” you have in mind.

3. Provide a Cure
People who come to a course have a specific need. They have a problem and are in your course to sort it out. Think of yourself as a doctor who wants to help a patient overcome anomaly disease. Aim to understand the issue, look for symptoms, highlight these symptoms to delegates, provide a diagnosis and offer a treatment. Help them go over that treatment during the course so they can fully understand and learn the skills so they can use these skills on their own after the course and to form new more powerful habits.

4. Pay Attention to Quality
People notice quality and admire those who plan everything carefully and systematically. Increase the quality of your training delivery by focusing on top recent content. Throw is a few short stories about the latest trends in the industry or the field you are teaching, show elaborate analysis, images or videos that capture the underlying complexity of a topic. Show that you have spent time and effort to simplify the topic so you can deliver it in a concise and non-confusing way.

5. Communicate in a Way that Others Cant
Training is about engaging others to the point that they stop thinking about anything else but what you are talking about. Good training requires preparation. You need to know how to build up to a topic, how to increase enthusiasm, how to make your audience care about the topic and then help them to question their old bad habits and think of new ones, with your help, to replace them.

6. Surprise Your Audience
One of the ways to stand out is to break away from the usual behavioural patterns. People would immediately start paying attention and it is your opportunity to take advantage of this sudden show of interest. Make an engaging analogy while explaining a concept, take a surprising position, move quickly or simply do the opposite of what you normally do. So long as it is unexpected, you will get their attention.

7. Make Your Delegates Laugh
Some training topics can be dull or boring. Lightening the mood can significantly increase the interest of your delegates in the topic and help everyone to move forward. Studies show that people learn better and faster when they are happy or laughing. Make the best of this tip.

8. Be Visual
Our eyes are our strongest tools to sense the world. Rich imagery helps us to remember a concept better. Use graphs, videos, illustrations, props and anything with complex visual information in your training courses and you are bound to make the course more interesting.

9. Use Metaphors
Metaphors help people to understand a concept by relating one topic to another better known topic. Great speakers in history have always used metaphor to capture the imagination of people and get them excited about a cause. Metaphors in training also help learners to remember a concept by creating free associations in their minds between various concepts which further increases the effectiveness of your training and ROI.

10. Put Your Audience First
Centre your entire training on your learners. Delivering training is not about you showing off your knowledge, networking with people or popularizing yourself so you can win more work. Above all, it is the learners that matter the most. Make the learning effective and everything else falls in place; i.e. you become famous, well-respected and rich. Neglect learning at the expense of your selfish quest for popularity or money and you will soon see people avoiding your superficial and self-serving courses.

8 Habits of Highly Effective Trainers

interesting article, found it @ milist: trainers club indonesia

What is the secret to becoming a successful trainer? What makes a trainer stand out from the competition? Have you ever attended a course that you were so impressed by the trainer that you thought this is how you want to teach?
How about your past teachers? What did your favourite teacher do that made you interested in a particular topic? In fact some teachers are so effective in their teaching that they come to influence us for the rest of our lives, perhaps even going as far as following a career in the topic they taught.
It turns out that effective trainers have certain good habits that lead to their success. If you want to become a great trainer, all you need to do is to adopt these 8 habits. Let’s see what these habits are:


1. Effective Trainers Explore the Significance of a Subject First, and then Explain it
Before embarking on a subject, top trainers’ first priority is to explain why people need to listen to them or care about learning that subject. They know that if participants don’t care about a topic, they will not put any effort in learning it. Trainers who jump into a topic without making their audience feel excited about it, risk losing them as soon as the topic becomes a bit more involved.
Example:
Before explaining how to praise others, it is important to explain why praising is significant, why we are so deprived of it and why it helps you stand out from others.

2. Effective Trainers Seek First to Understand the Needs, Then to Teach
Training is subjective. Good trainers know that before explaining how something should be done, they need to first understand what their audience needs and which areas they have difficulties in. By carefully understanding the needs both before the training course and during the course, effective trainers can provide a tailored training solution that addresses specific requirements. By knowing the needs, you can focus on addressing weaknesses and make the training course much more efficient.
Example:
Interview the leader of a team and ask him to highlight communication issues. Next, interview the team members and see what they think of their team’s efficiency. Next, prepare a course based on identified needs by focusing on problematic areas. Deliver a course and get delegates to interact with each other under your strict guidelines so you can bring out workplace interpersonal communication issues and explore techniques that can be used to overcome such issues.

3. Effective Trainers Do Not Lecture
A top trainer is not a lecturer who constantly speaks with an aim to only pass information. A training course is about learning skills. People learn skills by doing them. A verbal unidirectional approach will have little short term effect, let aside any long lasting skill transfer. Top trainers are engaging; they raise interest in a topic, they demand participation, they guide, they provide feedback and monitor progress. They are ready to help people try, practice and demonstrate skills.
Example:
Provide games and memory exercises on giving feedback to each other at workplace. Use interactive conversational exercises so delegates can see how misunderstandings happen and what they should do to correct each other before a misunderstanding escalates.

4. Effective Trainers are Knowledgeable and Prolific
A good trainer is not necessarily a person who knows the most about a particular technical topic. The most important quality of a successful trainer is to know how to train well. Because of this, good trainers usually train people on many topics, because they are good at the art of training and helping others progress towards an ideal objective. Top trainers are usually prolific, have in depth knowledge of several topics and know how to train people on them.
Example:
Provide a variety of courses on related soft skills subjects and use your knowledge in one course (such as time management) to help delegates in other courses (such as leadership skills). In-depth knowledge of topics will help you be concise and to the point when covering a new topic so you can raise interest and awareness, teach something new while not moving away from the main topic.

5. Effective Trainers Analyse Their Performance
Successful trainers are very sensitive about their performance. They want to be the best and remain the best and the only way they can do this is by measuring their training performance and also measuring how much trainees learn. They are eager to hear back from trainees after the course. They habitually update their training materials, exercises and trainer’s script after every single course delivery so they can improve on their course every single time. No chances are ever lost in learning something new about training and how people learn.

Example:
Was the pace appropriate? Did anyone struggle with any slide? Was any topic too involved or too complex? Was any topic redundant? Were delegates already familiar with a topic? Did they find a particular topic or exercise boring? What can you do to lighten up the course and make it more entertaining?
6. Effective Trainers are Lifelong Learners
Top trainers deal with knowledge and knowledge transfer. Learning and teaching is in their blood and they cannot possibly imagine themselves in a world where they are not constantly learning. They are eager to find the latest in their field and remain up to date. They are usually avid book readers and love research. They are interested in people and what helps people to learn better and progress more.
Example:
Read as much as you can, but be selective in your choices to save time. The more you read, the more you know. There is no such thing as negative knowledge. Use social media to network with other trainers and domain experts to stay current in your field. Read about the latest learning methodologies, tools and technologies and use them in your courses.

7. Effective Trainers are Consistent
Good trainers start slowly on a topic the progress forward in a consistent way. They don’t jump from topic to topic and remain focused. They immerse their audience in a topic and lead them to learn the desired skills. They know that an inconsistent approach will only confuse the delegates which in turn increase the likelihood of non-participation.
Example:
Explain why delegates need to learn a topic such as assertiveness. Explain the topic in simple terms, such as the contrast between being assertive, aggressive or passive. Explore each type in more detail so that people can relate to these categories. Provide conversational examples of aggressive exchanges, so delegates can see where a conversation fails. Provide step by step techniques on how to be assertive. Move on to more complex examples on resolving difficult conversations while remaining assertive. Use consistent examples as you move forward, so delegates can see how a conversation is improved and relate back to their world.

8. Effective Trainers Plan Ahead
Successful trainers know that planning is absolutely critical when it comes to providing an effective course. They plan the courses based on the training requirements set by their client. They research the topics to find content that satisfies these requirements. They obtain training materials and use their previous related courses to derive a tailored training course specifically designed for their delegates. They plan the pacing, the sequence of topics to explore, the overall tone of the course, subtopics, auxiliary topics to cover in case of gaps and so on. Everything is carefully planned with one objective in mind: to maximise skill transfer in a given time.
Example:
You have a public course on customer service skills. Find out who is attending before the course and which industries they are from. Some may need more telephone skills while others benefit from more face-to-face skills. Find out about their typical everyday roles. Tailor your content based on their roles to avoid talking about irrelevant topics. Select customer service example conversations from your collection of examples that are related to their line of work so you can use this as a basis of your training. Similarly, select appropriate exercises and games which are meaningful for their roles.

Maximising skill transfer is an art and successful trainers manage to do this by adopting the 8 highly effective habits which guide them in their careers and help them to continuously grow and become better at training others. You can be one of them, if you are not already one, and become better at training by maintaining these habits.

September's 2011 WTS (Workshop, Training, and Seminar)

- Training: "Becoming Excellent Student Training (BEST)"
Outline : know & simulating 9 quotient as ma'rifatul insan, then know & understand about ma'rifatul islam, ma'rifatullah, ma'rifaturrasul, to be islamic excellent student
Time & Place: Aula AK Anshori UMP, September, 07-10, 2011
Trainer : Ugung DA Wibowo & Team
Trainee : New Students of UMP


- Talkshow: "Parenting and Teaching - sinergy of parent and teacher to building children's potential"
Outline : strategy to build the potential by synergy parent & teacher
Time & Place: Aula SMP Al Irsyad, September, 17, 2011
Trainer : Ugung DA Wibowo
Trainee : parents of students of SMP Al Irsyad

- Training: "Jobhunting"
Outline : know & simulating how to writing CV & application letter, handling interview & psychological testing
Time & Place:
# Aula FISIP Unsoed, September, 16, 2011
# Aula Roediro FE Unsoed, September, 22, 2011
Trainer : Ugung DA Wibowo
Trainee : Students of FISIP & FE Unsoed

- Workshop: "Excellent Service"
Outline : how to empowering empathic mentality to develop habit of excellent service
Time & Place: Baturraden Adventure Forest, September, 24, 2011
Trainer : Ugung DA Wibowo and BAF Team
Trainee : employee of RSU dr. Margono Soekardjo Purwokerto

- Seminar & Training: "Jobseeking"
Outline : know & simulating how to writing CV & application letter, handling interview & psychological testing
Time & Place: Aula AK Anshori UMP, September, 29, 2011
Trainer : Ugung DA Wibowo & Mr. Waluyo (Danamon Bank)
Trainee : Students of UMP

ppt of Jobhunting Training by Ugung DA Wibowo

Dear, jobhunters...

Jobhunting is one of the process to get career. Every your application letters are investment. Every step in the process is the journey to growing up. Just enjoy... always evaluate and learn every step in your way.

So, you can download the powerpoint slide of "Jobhunting Training" any time. Here is...

slide: jobhunting training cilck here
slide: writing application letter cilck here
slide: writing resume & CV click here
slide: handling interview test click here
slide: handling psychotest click here

curicculum vitae
application letter

curricculum vitae (untuk pemberkasan CPNS)
application letter (untuk pemberkasan CPNS)

Link: UMK Jawa Tengah & UMP se-Indonesia

God bless U

Best regards,

Ugung DA Wibowo

Eid Mubarok!!!

after Ramadhan 1432 H

forgive
and
forget

then
this day is "start" for the next better days
untill the next Ramadhan



Happy Iedul Fitri 1432 H
taqabalallahu mina wa minkum, shiyamanaa wa shiyaminkum
minal aidin wal faizin

Just go better...
Together...

Motivation Secrets

By John Baldoni

The following is an excerpt from John Baldoni's book Great Motivation Secrets of Great Leaders (McGraw Hill 2005), published by GovLeaders.org with the author's kind permission.

By all rights, they were done. Deep inside enemy territory, their putative leader dead, they should all have been slaughtered. But it didn't work out that way because their nominal leader, Cyrus the Younger, a Persian prince, was not their real leader. Their genuine leader, Xenophon, a Greek general, was one of their own, respected, trusted, and elected.


The Greeks were superior fighters, both tactically and technologically. They knew how to fight as a team, and their swords and shields were uniquely adapted for their phalanx warfare. They also possessed the most salient edge of all: leadership. Xenophon, like all Greek commanders, led from the front; he was seen in the thick of combat, never flinching, always seeming to do the right thing. Amazingly, Xenophon returned with the majority of the Ten Thousand, incurring few casualties in war, but losing some to weather and treacherous terrain in the mountains. Historian Victor Davis Hanson attributes Xenophon's success to the superior Greek culture-not superior in a racial sense, but superior in the sense of what we today would call shared values, common purpose, and genuine leadership.

Two millennia and four hundred years later, another disaster morphed into rebirth. Malden Mills in Lowell , Massachusetts , caught fire and burned to the ground. The smart business decision for the owner would have been to take the nearly $300 million in insurance money and retire; he was in his seventies, after all, and the few textile manufacturers remaining in his area were looking for any excuse to leave New England, not to stay. But not Aaron Feuerstein. Immediately after the fire, he pledged to rebuild the plant that made the popular Polartec fleece. In addition, he said that he would keep all employees on the payroll during the reconstruction. Feuerstein was hailed as a hero and received acclaim far and wide. He took this in stride, saying that he had just done the right thing. It was not the right thing financially; the costs of meeting the payroll and reconstruction exceeded the insurance settlement.

A few years later, Feuerstein found himself in financial straits, and this time the employees returned the favor. They foreswore overtime and settled for lower wages in an effort to keep the plant running. It was a classic example of leadership begetting leadership. In October 2003, Malden Mills emerged from bankruptcy.

Motivation is one of those topics about which much is preached with little result. The reason is simple: Leaders do not motivate-not directly, anyway. They do it indirectly. Motivation is an intrinsic response; it comes from inside and cannot be imposed from the outside. Motivation comes from wanting to do something of one's own free will. If you are free, you can choose to do something. Take the Greeks under Xenophon. They chose him as their general. Why?
Because they believed that he had the right combination of skills and talents to lead them into battle and, as circumstances would have it, out of battle, too. The same holds for the employees at Malden Mills. While they had no say in the choice of Feuerstein as CEO, they did have a choice when it came to negotiating for a pay raise. They chose to accept lower wages because they perceived that it was in the company's best interests, as well as their own, to make a short-term sacrifice for a long-term gain.

Both the Greeks and the employees were motivated to do what they did. To turn the situation on its head, Xenophon could have compelled the soldiers to follow him through force-after all, that was the way things were done in the Persian army and in the army of Alexander the Great a century later-but it is doubtful that compulsion of this sort would have led so many men to safety; instead, one by one, they would have drifted away to fend for themselves. Likewise, at Malden Mills, Feuerstein could have insisted on getting a better wage deal, but he did not; the union members accepted lower wages of their own accord, thereby avoiding acrimony and building upon the loyalty Feuerstein had shown them earlier when he rebuilt the burned-out facility.

The short answer is leadership. Leadership is about getting things done the right way; to do that, you need people. To get people to follow you, you need to have them trust you. And if you want them to trust you and do things for you and the organization, they need to be motivated. Motivation is purely and simply a leadership behavior. It stems from wanting to do what is right for people as well as for the organization. If we consider leadership to be an action, motivation, too, is an active process. And if you go deep enough, motivation itself is driven by a series of actions grouped under three headings: energize, encourage and exhort.

Energize.
Energize is what leaders do when they set the right example, communicate clearly, and challenge appropriately.

Exemplify.
Motivation starts with a good example. Leaders who hope to motivate must reflect the vision, mission, and culture of the organization they lead. What they do says more about who they are as leaders than what they say. The example they set will be the one that others follow. The leader who preaches the value of teamwork and volunteers to help out teams in need is demonstrating the right example.

Communicate.
Communication is central to leadership; it includes how the leader speaks, listens, and learns. The leader who wishes to motivate must communicate a vision and a mission and follow up to check for understanding. People need to know what to do, but they also need to know that their leaders are listening. Motivation can occur only if two-way communications occur.

Challenge.
People like to be challenged. Leaders who tap into this need can achieve powerful goals because they will be linking those goals with the fulfillment of desires. The hard part of crafting a challenge is to focus on what is attainable in ways that are energizing and exciting and play upon people's imagination and creativity.
Encourage Encourage is what leaders do to support the process of motivation through empowerment, coaching, and recognition.

Empower.
Leaders soon learn that their real power comes from others. It is by unleashing the individual talents and skills of other people that they can achieve their intended results. The release of this collective energy can occur only if the leader grants people the responsibility and authority to act. Empowerment becomes a powerful motivational tool because it puts people in control of their own destinies.

Coach.
It is a leader's responsibility to provide people with the right support to do their job. The bedrock of that support can be found in the relationship between manager and employee. The best way to nurture that relationship is through frequent and regular one-on-one coaching sessions. Coaching provides the opportunity for the leader to get to know the employee as a person and how she can help the employee achieve personal and organizational goals.
Coaching also begins the process of creating the next generation of leaders.

Recognize.
The need for recognition is paramount. Recognition may be the single most powerful reason that people work, aside from income. It is fundamental to our humanity that we want people to recognize what we do and how we do it. When people are recognized, they become motivated; they want to do the work, and they want to do it well.

Exhort
Exhorting is how leaders create an experience based on sacrifice and inspiration that prepares the ground upon which motivation can flourish.

Sacrifice.
The truest measure of service is sacrifice, putting the needs of others ahead of your own. When employees see their leaders put other people first and do it by putting aside their own ambitions, they learn to trust their leaders. Sacrifice is a form of commitment to others.

Inspire.
Motivation really comes down to inspiration. Since motivation comes from within, it is a form of self-inspiration.

The Facts on Motivation
The need for motivation is very real. In his book The Rise of the Creative Class, Richard Florida describes those who use their knowledge to create something new and different as members of the "creative class," a group that includes some 38 million people. Using survey data gathered in 2001 by an IT newsweekly, Florida identified a number of factors that influence motivation at work for IT professionals. Money was a factor, but it ranked fourth, behind challenge, flexibility, and stability. Of the respondents, 67 percent said that they wanted "challenge and responsibility" in the workplace, 53 percent sought flexibility, 43.5 percent wanted stability, and 38.5 percent said that base pay was important. Other key factors noted by more than 20 percent of the respondents were job atmosphere, casual attire, training, contribution to success, and recognition.

While Florida 's research pertains to IT professionals, and by extension to other creatives, the lessons from it pertain to anyone who manages bright, knowledgeable, and talented employees. You need to develop a work environment that offers challenges, grants responsibility, and offers a degree of flexibility as well as an opportunity for growth and development and recognition. All of these factors are in addition to pay. When these factors are not present, workers become dissatisfied, and their interest and subsequent productivity decline. They also will look for opportunities to leave, thereby wasting the organization's investment in their training and development.

Has there ever been a greater need for managers to create a desirable, hospitable, productive work environment in which employees can find challenges and be rewarded financially, emotionally, and psychically? Motivation is not something that's nice to do. It's a must-do, but it's a must-do that pays dividends for all who participate.

Motivation Planner
Motivation, to paraphrase General Dwight Eisenhower, is about getting other people to do something because they want to do it. Use the following questions to assess your situation and how you might begin to create conditions in which people would feel more motivated.
Think about where you work and the people who work there. As you think, consider the following:
Why do people come to work? For a paycheck? For recognition?
Do people feel motivated-that is, do they like to be at work because it is an enriching experience? If not, what is missing?
Consider the motivation model-energize, encourage and exhort-then think about the people in your organization.

Are the leaders setting the right example?
Are the leaders communicating?
Are the leaders challenging their people?
Are the leaders empowering others?
Are the leaders coaching?
Are the leaders recognizing?
Are the leaders sacrificing?
Are the leaders inspiring?
What could you do to improve the climate for motivation?

John Baldoni is a leadership consultant and speaker and author of six books, including Great Motivation Secrets of Great Leaders (McGraw-Hill 2005) from
which this article was adapted.

July's 2011 WTS (Workshop, Training, and Seminar)

- Talkshow: "Parenting and Teaching - sinergy of parent and teacher to building the character"
Outline : strategy to build the character by synergy parent & teacher
Time & Place: Aula PH, July, 9, 2011
Trainer : Ugung DA Wibowo
Trainee : parent and teacher


- Training: "Becoming Excellent Student Training (BEST)"
Outline : know & simulating 9 quotient as ma'rifatul insan, then know & understand about ma'rifatul islam, ma'rifatullah, ma'rifaturrasul, to be islamic excellent student
Time & Place: Aula AK Anshori UMP, July, 22-30, 2011
Trainer : Ugung DA Wibowo & Team
Trainee : New Students of UMP

- Workshop: "Smart Parent for Smart Student"
Outline : strategy to be a smart parent
Time & Place: Aula Purwokerto Wetan, July, 16, 2011
Trainer : Ugung DA Wibowo
Trainee : parents of SMP Al Irsyad's student

- Seminar & Training: "Jobhunting"
Outline : know & simulating how to writing CV & application letter, handling interview & psychological testing
Time & Place: Aula FISIP Unsoed, Juny, 20, 2011
Trainer : Ugung DA Wibowo
Trainee : Students of FISIP Unsoed

a Poem for my Wife

July, 3th, 2011

(sorry, cancel... or pending)

May day... may day...

May is coming...

Info 4 My Students: Slide of MK Law of Labor

“the scientific study of the relation between man and the world at work; the study of the adjustment people make to the place they go, the people they meet and the things they do in the process of making a living” (Guion, in Muchinsky 1983)

“both the study of behavior in organizational and work settings and the application of the methods, facts, and princiiples of psychology to individuals and groups in organizational and work settings” (APA).

Those are two of definition of Organizational & Industrial Psychology (O/IP).
Lets study a part of O/IP, its Law of Labor.
here is...

1. chapter 1. introduction law of labor, please click here
2. chapter 2. definition, concept, and terminology of law of labor, please click here
3. chapter 3. history of law of labor, please click here
4. chapter 4. employee and industrial relation, please click here
5. chapter 5. labor protecting, please click here

and post mid-semester

6. chapter 6.
7. chapter 7.
8. chapter 8.
9. chapter 9.
10. chapter 10.

Stop Believing in Your Own Weakness

It is our fear of being alone and in doubt, of wanting to feel certain that what we are doing is right, that compels us to seek the approval of others.

So this tells us that the chief cause of why our lives so often wind up in the hands of others is not that they are superior or that the world is too strong for us, but that we don't want to face the uncertainty and aloneness we think we are too weak to bear. This is the real cause of all our wrong relationships in life. We have been betrayed by a belief in our own weakness.

The conscious refusal to go along with what our weakness wants us to do to escape its uncertainty is what invokes and finally delivers real inner confidence. This new kind of strength gradually becomes the cornerstone of a true individual existence -- the life we've always wanted. The stakes are actually eternal -- but self-victory is as certain as the fact that light always triumphs over darkness.

Use the following ten key lessons to help strengthen your understanding of these vital ideas. Think about them; welcome their healing insights as "lights along the way" to true self-liberation.

Special Study for Lasting Self-Confidence

1. When you don't know what to do with yourself, someone will always be happy to tell you.

2. Why seek the approval of someone who doesn't even approve of himself?

3. Fawning before an angry person is like asking a rabid wolf for its approval.

4. The more approval you get, the more you have to have.

5. Keeping any person or circumstance in your life that demands you surrender your right to be a whole and happy human being is wrong for everyone involved.

6. When you are out there standing in a storm, don't blame the weather.

7. Real strength always follows uncovering one of the roots of weakness.

8. Don't seek yourself. Dare to be yourself.

9. If you were really doing the right thing with your life, you wouldn't need anyone to tell you that you were.

10. Permitting your life to be taken over by another person is like letting the waiter eat your dinner.

No human being has any authority over you. Your life belongs to you and to you alone. No scowling face or irritated manner, no challenging posture or threatening tone, has any power to make you feel nervous oranxious, frightened or angry. Your true nature answers to no one. This is a fact, and anyone who is tired of letting someone else tell them how to feel can use this self-liberating principle to win true and lasting independence.

Source: milist of TCI

April's 2011 WTS (Workshop, Training and Seminar)

- Short Training: "Integrated Motivation for UN (Parent, Teacher, and Student in Spiritual Motivation)"
Outline : supporting the student's & child's dreams, making social support & praying for it
Time & Place: MIN Jambusari, Cilacap, April, 1, 2011
Trainer : Ugung DA Wibowo & Zain Numanta
Trainee : Parents, Teachers & Students of MIN Jambusari

- Training: "Jobseeking"
Outline : know & simulating how to writing CV & application letter, handling interview & psychological testing
Time & Place: Aula FT UMP, 4th floor, April, 7, 2011
Trainer : Ugung DA Wibowo & Widya Nirmalawati
Trainee : Students of UMP (pre-graduate)

- Short Training: "Teambuilding for Athlete of Football"
Outline : awaken the giant within, understanding the own team and make a team spirit
Time & Place: Aula Grendeng, April, 7, 2011
Trainer : Ugung DA Wibowo
Trainee : Football player of PSG (Persatuan Sepakbola Grendeng)

- Workshop: "Expert Speaking: Sex Education for Pueral" (pending)
Outline : learn skill, knowlegde & attitude to be an smart parent about sex education and reproduction health of children
Time & Place: Aula SDIT Al Irsyad Purwokerto, April, 13, 2011
Trainer : Ugung DA Wibowo
Trainee : Parents of 5th grade class

- Workshop: "Parenting Days: Effect of TV, Internet, Comic, & Hp for Children" (pending)
Outline : learn skill, knowlegde & attitude to be an smart parent about effect of techonology of information
Time & Place: Aula SDIT Al Irsyad Purwokerto, April, 23, 2011
Trainer : Ugung DA Wibowo
Trainee : Parents

- Workshop: "Parenting Days: Sinergy of Parent-Teacher to Educate Our Child Together" (pending)
Outline : know and understand how important sinergy of parent and teacher and dealing the "picture of ideal sinergy"
Time & Place: Aula SDIT Al Irsyad Purwokerto, April, 30, 2011
Trainer : Ugung DA Wibowo
Trainee : Parents & Teacher

Just About Training (6)

Inspiring Clips

Clip or short movie or TV commercial clip can make our training so interesting and powerfully. Its can visualize or illustrate about our presentation, reinforcement the impact and make audience understand about our ideas.

Below, I have several clip that illustrate about inspiration. May be it can used in your training, especially in motivation & spiritual thopics.

Here are.

Clip inspiration 1: "The Dont Quick Poem" click here
Clip inspiration 2: "Hoyt - a Father & a Son" click here
Clip inspiration 3: "I give myself" click here
Clip inspiration 4: "Diffable motivator" click here
Clip inspiration 5: "" click here

Your Belief Becomes Your Reality

By: Brian Tracy

The Determinant of Your Success
Perhaps the most powerful single factor in your financial success is your beliefs about yourself and money. We call this the Law of Belief. It says simply this: Whatever you believe, with feeling, becomes your reality. Whatever you intensely believe becomes your reality. That we have a tendency to block out any information coming in to us that is inconsistent with our reality.

What Successful People Believe
What we've discovered is that successful people absolutely believe that they have the ability to succeed. And they will not entertain, think about, or talk about the possibilities that they'll fail. They do not even consider the possibility of failure.

Positive Thinking Versus Positive Knowing
You always act in a matter consistent with your beliefs. The most important belief system you can build is a prosperity consciousness where you absolutely believe that you are going achieve your financial goals. We call this positive knowing versus positive thinking. Positive thinking can sometimes be wishing or hoping. But positive knowing is when you absolutely know that no matter what, you will be successful.

The Foundation of Willpower
Another principle related to your beliefs is willpower. We know that willpower is essential to any success. Willpower is based on confidence. It's based on conviction. It's based on faith. It's based on your belief in your ability to triumph over all obstacles. And you can develop willpower by persistence, by working on your goals, by reading the biographies of successful people, by listening to audio programs, by reading books about people who've achieved success. The more information you take into your mind consistent with success, the more likely it is that you will develop the willpower to push you through the obstacles and difficulties you will experience.

Beat the Odds on Success
Remember that success is rare. Only one person in one hundred becomes wealthy in the course of a lifetime. Only five percent achieve financial independence. That means that the odds against you are 19-to-1. The only way that you're going to achieve your financial goals is if you get really serious. To succeed, you must get serious. You must get busy. You must get active. You must get going. Remember, everything counts.

Resolve to Achieve Greatly
Self-mastery, self-control, self-discipline are essential for anyone who wants to achieve greatly. And control over your thoughts is the hardest exercise in self-mastery that you will ever engage in. See if you can talk and think about only what you desire and not talk or think about anything that you don't want for 24 hours. Then you'll see what you're really made of. It's a hard thing to do but with practice, you can reach the point where you are thinking about your goals and desires most of the time. Then, your whole life will change for the better.

Action Exercises
Here are two things you can do to build a belief system consistent with the financial success you desire:

First, continually repeat to yourself the words, pictures and thoughts consistent with your dreams and goals. Whatever you repeat often enough, over and over, becomes a new belief.

Second, set a goal for yourself to think and talk only about the things that you want for the next 24 hours. This will be one of the hardest things you ever do. But if you can keep your mind on what you want and off of what you don't want for 24 hours, you can begin to change your entire future.

March's 2011 WTS (Workshop, Training, & Seminar

- "Motivation for Preparation of National Exam"
Outline : knowing "self", make d'dream, efficacy, motive, time management, support system
Time & Place: Aula SMAN 1 Rembang, March, 3, 2011
Trainer : Ugung DA Wibowo
Trainee : 12nd grade, students of SMAN 1 Rembang

- Seminar & Training: "Jobhunting"
Outline : know & simulating how to writing CV & application letter, handling interview & psychological testing
Time & Place: Aula FISIP Unsoed, March, 17, 2011
Trainer : Ugung DA Wibowo
Trainee : Students of FISIP Unsoed

- "Motivation for Preparation of National Exam"
Outline : knowing "self", make d'dream, efficacy, motive, time management, support system
Time & Place: Aula SMAN 1 Bukateja, March, 11, 2011
Trainer : Ugung DA Wibowo
Trainee : 12nd grade, students of SMAN 1 Bukateja

- Training: "Disaster Management"
Outline : Understand about what is disaster, and how to manage the disaster from mitigation untill rehabilitation steps by contijention
Time & Place: Aula Surya Yudha Bank, Banjarnegara, March, 21-24, 2011
Trainer : Haryanto, Ugung DA Wibowo, & Naibul Umam
Trainee : Beurocrat of Pemkab Banjarnegara

- Seminar & Training: "Jobhunting"
Outline : know & simulating how to writing CV & application letter, handling interview & psychological testing
Time & Place: Ruang D-201 FE Unsoed, March, 31, 2011
Trainer : Ugung DA Wibowo
Trainee : Students of FE Unsoed

7 Simple Steps for Achieving Your Dreams

By Scott Armstrong

I want to share with you seven simple steps to achieve any dream that you desire. These are the same seven steps I used to achieve the biggest dream of my life, qualifying for and running in the Boston Marathon.

While reading please keep in mind I have used these same steps time and time again to attain goals, ranging from record sales, becoming an accomplished speaker via Toastmasters or transforming myself from a steak lover to a strict vegetarian.

1. SET GOALS (Tetapkan Cita-cita Anda, & Mimpi-mimpi Anda)
One of the key steps in achieving your dream is to set goals on a consistent basis. You need to create goals both for the long term and the short term, and put them in writing! Studies have shown that when you write down a goal the chances of achieving it are a thousand times greater. Here are some goal setting strategies that have helped me along my journey to achieving my dreams:
1. Goals must be specific, measurable, attainable and realistic.
2. Goals must have a time limit.
3. Goals must be positive, personal, and in the present tense.
4. Rewrite, review and visualize the achievement of your goals on a daily basis. "It is a psychological law that whatever we wish to accomplish we must impress on the subjective or subconscious mind." - Orison Swett Marden

2. VISUALIZE (lakukan visualisasi mimpi Anda)
Make a habit of visualizing your dream on a daily basis. Training for my twelfth marathon, I visualized obtaining a sub 3:10 qualify time required to run in the Boston Marathon. I saw each mile marker along the 26.2 mile course with the time I needed. I pictured myself, at the end of that race, celebrating with my wife and calling my coach to tell him the good news that I qualified for Boston ! These visualization techniques worked extremely well for me and I guarantee they will work for you! "Without a vision people perish (Binasa)."

3. BE PERSISTENT (Gigih lah dengan apa yg Anda perjuangkan)
Now that you have your goals written down and you are doing your daily visualization exercises you need to have persistence! It took me twelve years and twelve marathons to achieve my dream. There were many times I wanted to give up, yet I never wavered in my goals or my ultimate dream. Never, never, never give up!

4. HAVE FAITH (Mempunyai keyakinan.... Yakinlah)
I have a favorite quote that says "The size of your success is determined by the size of your belief". I've learned, along several of my own journeys, the importance of having an uncompromising faith in myself which has been a critical component in accomplishing my goals. "Whatever your mind can conceive and believe, it can achieve." -Napoleon Hill

5. EXHIBIT DISCIPLINE (Tunjukkanlah kedisiplinan Anda)
Discipline is a key component required to achieve your goals and dreams. When working toward your dream think of discipline as having the ability to flick the little doubting man off your shoulder who says "can you really do this?" You need to have the "I can do it!" attitude. Holding the vision or experience that inspired you in the forefront of your mind will help you stay disciplined. Remember - self doubt destroys! "With every disciplined effort there is a multiple reward." -Jim Rohn

6. FIND a MENTOR or COACH (Dapatkan Mentor Atau Coach Untuk Membantu Anda)
The ability to seek out and learn from others, specifically those who have already accomplished similar goals and dreams, is an invaluable resource for your success. In my case, I hired
a former Olympic marathon runner, turned coach to support and inspire me. With his help I achieved a dream that had escaped me during the twelve long years I tried to do it alone!

7. HAVE GRATITUDE (Berterimakasih lah, Bersyukurlah)
One of the most important qualities one can have on one's journey to obtaining a dream is "an attitude of gratitude". Every morning I make a habit of spending a minimum of five minutes reflecting on the many things I am truly grateful for in my life. When you are grateful for life's gifts, you are truly rich.

February's WTS (Workshop, Training, & Seminar)

- Inhouse & Out Class Training: "Motivation-Spiritual Leadership (MSL)"
Outline : knowing self-SWOT, making a dream, self efficacy, & building motivational-spiritual leadership (ASQ & CSQ building)
Time & Place: UMP, February, 14-15, 2011
Trainer : Ugung DA Wibowo & MSL
Trainee : 12nd grade, students of SMA Muhammadiyah Cilacap

- Short Training: "Positive Living"
Outline : how to live in positive psychology paradigma.
Time & Place: CIMB Niaga Office of Purwokerto, 23 February, 26, 2011
Trainer : Ugung DA Wibowo & CIMB Team
Trainee : CIMB Niaga Customers

- Training: "Motivation at Work"
Outline : Understanding how to build self-motivation and build support system.
Time & Place: Garuda Room DYNASTY, February, 26, 2011
Trainer : Ugung DA Wibowo & BKP UMP
Trainee : employee of Dynasty

- Workshop: "Smart Parenting: Healthy Parent - Healthy Children" (pending)
Outline : learn skill, knowlegde & attitude to be an smart parent about family health system
Time & Place: Aula SDIT Al Irsyad Purwokerto, February, 26, 2011
Trainer : Ugung DA Wibowo & dr. ...?
Trainee : Parents

- Open Discussion: "Character Building"
Outline : learn skill, knowlegde & attitude to be an smart parent about character building
Time & Place: SMPIT Al Irsyad, January, 29, 2011
Trainer : Ugung DA Wibowo
Trainee : Parents of Students of SMPIT Al Irsyad

- Workshop: "Smart Parenting: Understanding PLS" (pending)
Outline : learn skill, knowlegde & attitude to be an smart parent about personal learning system
Time & Place: Majalengka, February, 3, 2011 (pending at March)
Trainer : Ugung DA Wibowo
Trainee : Parents & Teacher

- Training: "Jobhunting" (pending)
Outline : Know how to write good application letter and ideal CV, and how to handle interview test and psychological test.
Time & Place: STIKES Al Irsyad Cilacap, February, 26, 2011
Trainer : Ugung DA Wibowo
Trainee : students (pre graduated) of STIKES Al Irsyad Cilacap

Introduction to Learning Styles

by Marcia L. Conner

You may realize that people learn and process information in different ways, but can you describe what those differences are or improve the unique ways that you learn? For decades, education researchers designed models that differentiate how people learn, yet the results are often harder to understand than the people they describe.

This introduction puts learning styles information into easy to understand language and provides sources where you can learn more. I also offer a Learning Style Assessment that you can use to gauge your dominant learning style and techniques you can use to benefit from your individuality.

Overview of learning styles

Learning styles classify different ways people learn and how they approach information.
If you feel like you can't learn something important - even after you use a method a friend, a parent, a colleague, or a teacher suggested - you might have a different learning style than that person and their approach might now be the best approach for you. You learn and processes information in your own special way, though we all share some learning patterns, preferences, and approaches. Knowing your own style can also help you realize that other people may approach the same situation in a way that's different from your own.
I meet learners of all ages who think they're dim, dumb, lazy, or crazy because they can't understand materials the way the others do. When these learners can match the way they approach information with the way they learn, they see dramatic improvements in understanding, meaning making, self-image, and for students - grades.
Learning style assessments provide you an opportunity to learn how you are likely to respond under different circumstances and how to approach information in a way that best addresses your own particular needs.

Perceptual Modalities
The learning styles assessments I find most helpful examine how you take in information through your senses. Researchers call these sorts of assessments "perceptual modality assessments." They look at how you see, hear, feel, and move through the world. Those perceptions deeply affect your ability to learn. Whether you tend to rely more or less on one sense than another has a tremendous influence on how you interpret new experiences and succeed in whatever you work with each day. Take a perceptual modality assessment now.

Multiple Intelligences
Howard Gardner asserts there are at least seven modalities (referred to as intelligences) that can be used to describe your individual style. His work encourages everyone to think about learning in new and creative ways. On this site I link to several multiple intelligences assessments.
This work suggests people can be:
1. Verbal-linguistic: sensitive to the meaning and order of words
2. Musical: sensitive to pitch, melody, rhythm, and tone
3. Logical-mathematical: Able to handle chains of reasoning and recognize patterns and order
4. Spatial: perceive the world accurately and try to re-create or transform aspects of that world
5. Bodily-kinesthetic: able to use the body skillfully and handle objects adroitly
6. Interpersonal: understand people and relationships
7. Intrapersonal: possess access to one's emotional life as a means to understand oneself and others.

Mind Styles
According to Anthony Gregorc, there are four basic learning styles. Gregorc's Mind Styles model categorizes learners as Concrete Sequential (CS), Abstract Sequential (AS) Abstract Random (AR) and Concrete Random (CR).
1. Concrete Sequential (CS) learners are hardworking, conventional, accurate, stable, dependable, consistent, factual, and organized.
2. Abstract Sequential (AS) learners are analytic, objective, knowledgeable, thorough, structured, logical, deliberate, and systematic.
3. Abstract Random (AR) learners are sensitive, compassionate, perceptive, imaginative, idealistic, sentimental, spontaneous, and flexible.
4. Concrete Random (CR) learners are quick, intuitive, curious, realistic, creative, innovative, instinctive, adventurous.

Learning Styles Indicator
David Kolb's Learning Style Model classifies learners as having a preference for 1) concrete experience or abstract conceptualization (how they take information in), and 2) active experimentation or reflective observation (how they internalize information).
1. Type 1 (concrete, reflective). A characteristic question of this learning type is "Why?" Type 1 learners respond well to explanations of how course material relates to their experience, their interests, and their future careers. To be effective with Type 1 students, the instructor should function as a motivator.
2. Type 2 (abstract, reflective). A characteristic question of this learning type is "What?" Type 2 learners respond to information presented in an organized, logical fashion and benefit if they have time for reflection. To be effective, the instructor should function as an expert.
3. Type 3 (abstract, active). A characteristic question of this learning type is "How?" Type 3 learners respond to having opportunities to work actively on well-defined tasks and to learn by trial-and-error in an environment that allows them to fail safely. To be effective, the instructor should function as a coach, providing guided practice and feedback.
4. Type 4 (concrete, active). A characteristic question of this learning type is "What if?" Type 4 learners like applying course material in new situations to solve real problems. To be effective, the instructor should stay out of the way, maximizing opportunities for the students to discover things for themselves.

Myers-Briggs
The Myers-Briggs Type Indicator, based on the work of Carl Jung identifies 16 personality styles based on:
How you relate to the world (Extravert or Introvert)

Extraverts try things out, focus on the world around

Introverts think things through, focus on the inner world of ideas.
How you take in information (Sensing or iNtuiting)

Sensors (practical, detail-oriented, focus on facts and procedures)

Intuitors (imaginative, concept-oriented, focus on meanings and possibilities)
How you make decisions (Thinking or Feeling)

Thinkers are skeptical, tend to make decisions based on logic and rules

Feelers are appreciative, tend to make decisions based on personal and humanistic considerations
How you manage your life (Judging or Perceiving).

Judgers set and follow agendas, seek closure even with incomplete data

Perceivers adapt to changing circumstances, resist closure to obtain more data.
For example, one learner may be an ESTJ (extravert, sensor, thinker, perceiver) and another may be an INFJ (introvert, intuitor, feeler, judger). On this site I include links to several temperament assessments.

Others
There are other ways to organize learning style models. These fall into general categories such as information processing, personality patterns, and social interaction.

Information processing distinguishes between the way you sense, think, solve problems, and remember information. You have a preferred, consistent, distinct way of perceiving, organizing, and retaining information. Kolb's Learning Styles inventory, Gregorc's Mind Styles Model, and Keefe's Human Information Processing Model.
Personality patterns focus on attention, emotion, and values. Understanding these differences allows you to predict the way you'll react and feel about different situations. The Myers-Briggs Type Indicator and the Keirsey Temperament Sorter are two of the most well-know personality pattern assessments. A lesser known assessment is Dellinger's Psycho-Geometrics.
Social interaction looks at likely attitudes, habits, and strategies learners will take toward their work and how they engage with their peers when they learn. Some learners are independent, dependent, collaborative, competitive, participant, and avoidant. Reichmann and Grasha as well as Baxter Magolda have developed assessments.