Learning Styles Questionnaire (LSQ)

Available Online

Administrators with an HRDQ Assessment Center (HAC) account may purchase Online Assessment Credits above. After checkout, login to your HAC admin account to confirm receipt of your credits. If you have any issues, send us a message to support@hrdq.com.

Don't have a HAC admin account yet? Start by purchasing administrator access. After you check out, we'll add your account to the HAC portal. Note that account setup is not automated and takes up to one business day.

Students may self-enroll in an online version of the assessment without an administrator. This option is also excellent for organizational trainers and consultants who want to evaluate the online assessment.

What's Your Learning Style?

Did you know that there are different learning styles? Your learning style is the method for how you best learn and retain information, and each person has their own style. Understanding what your learning style is can help you optimize your own learning experiences and put you in a better position to select the learning experiences that are better suited to your needs.

But how do you figure out your own learning style? The Learning Styles Questionnaire (LSQ) was developed by renowned learning specialists Peter Honey and Alan Mumford. The assessment identifies an individual's preference for using one of four learning styles: activist, reflector, theorist, or pragmatist.

How It Works

The Learning Styles Questionnaire starts with an 80-item self-assessment that takes individuals approximately 30 minutes to complete. The result is a score containing the four learning styles, with the highest score being the individual's dominant learning style using a four-quadrant model.

Uses and Applications

Surface team learning issues and help balance training methods to accommodate the different learning preferences in your group using the Learning Styles Questionnaire.

The LSQ is effective both as a stand-alone learning instrument and as part of a more comprehensive training program.

Use the LSQ to:

• Balance the learning styles of groups.
• Help trainers identify the dominant learning style of participants.
• Surface team learning difficulties.
• Help managers understand and motivate their employees.
• Discuss the learning process.
• Help participants expand their learning style range.

The accompanying workbook, Capitalizing on Your Learning Style, helps individuals make sense of their LSQ results. It shows individuals how to maximize their learning strengths, compensate for weaknesses, and develop their less dominant styles.

Learning Outcomes

By the end of this training session, participants will:  

• Identify individual learning style preferences.
• Increase the awareness of learning activities that are congruent with individual learning styles.
• Learn how to maximize learning strengths.
• Develop less dominant learning styles.
• Balance the learning styles of groups.
• Surface team learning difficulties.
• Expand their learning style range.

Product Details

Product Type: Assessment. The Facilitator Guide includes everything you need to lead a successful training session.

Target Audience: Individuals at all levels.

Measures: How participants' behaviors match one of four learning styles.

Dimensions: Planning, experiencing, reviewing, and concluding.

Time Required: 1.5 hours.

What to Order

Facilitator Guide: Order One Guide per Trainer

The Learning Styles Questionnaire Facilitator Guide includes comprehensive background information, activities, reproducible handouts, and even a professional PowerPoint presentation. Facilitator support materials will be available to you as a digital download link in your order confirmation.

Workbook 5-Pack: Order One Pack for up to Five Participants

The Workbook serves as a comprehensive takeaway and includes critical content, worksheets, and forms used during the workshop.

Paper Assessment 5-Pack: Order One Pack for up to Five Participants

The print version is ideal for facilitators who prefer to oversee scoring and administration of the assessment. It includes pressure-sensitive forms for manual scoring.

Online Assessment: Order One per Participant

Serving as the foundation for the workshop, the online assessment is administered to participants through the HRDQ Assessment Center. A detailed report is delivered electronically to the facilitator when complete.

QuickStart Train-the-Trainer: 1-Hour Virtual Coaching Session for This Product

QST is a convenient, one-hour virtual coaching session for first-time facilitators of this product. You'll receive personalized, one-on-one coaching with a subject matter expert who will get you up to speed quickly and accurately so you can step into the onsite with confidence. We'll answer all your questions about the facilitation of the product. And you can add additional coaching hours as needed. Your coaching session can be provided by telephone or video call and at a time of your choosing.

Facilitators will also receive an HRDQ Certificate of Completion for completing the QuickStart session. 

About the Authors

Dr. Peter Honey is a psychologist who began work as an independent management consultant in 1969. He specializes in all aspects of human behavior and its consequences. He regularly conducts programs on developing interactive skills, creative thinking, and problem-solving. He is a member of the British Psychological Society and the Institute of Management Consultants. He is a fellow of the RSA, the Chartered Institute of Personnel and Development, the Institute of Management Consultants, and the Institute of Training and Occupational Learning. He was a founder member of the distinguished group that produced A Declaration on Learning, and he is a patron of the Campaign for Learning, and a trustee of the Lifelong Learning Foundation and the Prisoners' Education Trust. Dr. Honey is a dedicated lifelong learner, and has written well over 20 books and numerous articles, and has a regular column in Training Journal.

Alan Mumford, D.Litt., is a UK-based consultant, researcher, and author whose primary focus is on how senior executives learn. His work takes him to countries as diverse as Nepal, Australia, South Africa, Finland, and the United States. His prime interests are covered in his books How Managers Can Develop Managers and Learning at the Top. Mumford has been involved with management training and development and with other aspects of managerial effectiveness for more than 20 years. At present, he is a visiting professor of management development at Interactive Management Centre. He is continually involved in improving how most managers learn (in particular, through their regular work).