Although she never directly confronted the flip chart issue (and may have been wise to avoid doing so), she began to speak out against the kind of pseudoscience that characterizes many of the ideas that corporate managers, particularly in Human Resources departments, regard as valid. She presented a number of talks, for example, criticizing the widespread fad of “learning styles”—a theory predicated on the idea that there are between four and eight different modalities that individuals prefer and that aid them if used when they are trying to master new ideas.
