“I never do anything I don’t want to do. Nor does anyone, but in my case I am always aware of it.” Robert A. Heinlein
I’ve just read two interesting articles about motivation and volition. In the first article, Susan Fowler claims that there are three scientific truths of motivation. They have nothing to do with power, money, status or achievement.
Instead, she writes that “your high-quality motivation- and the energy to achieve your goals and find meaning in their pursuit- depends on creating choice, connection and competence.”
She says that we all want to thrive (do well and flourish) and thriving requires choice, connection and competence.
Ms. Fowler believes that the evidence is obvious:
Choice is necessary because … Read the rest
“We are what we repeatedly do. Excellence, then, is not an act, but a habit.” Aristotle
A learning curve study shows that if you don’t reinforce what has been learned, the participants will forget 90% of it within 30 days. That means that 90% of the training will be scrap, or useless, unless we are proactive.
So how do we reinforce learning to ensure retention and application? Ongoing communication with participants before and after the training, post-class project assignments, microlearning tips, and partnerships with the participants’ managers are some of the ways we can do this.
Patty Gaul identifies 5 Ways to Create Greater Learner Retention:
- Create a WIIFM hook.
It helps if this is done even before the … Read the rest
“Work is learning and learning is the work.” Harold Jarche
The latest learning and development concept is learning in the flow of work.
Learning in the Flow of Work
What are we talking about? As employees do their jobs, a question or problem may arise. Then, the same way many of us turn to Google or Youtube for answers, the employee accesses some knowledge base or subject matter expert for a quick answer or solution. This happens while the employee is still engaged in his or her work, so the work progresses as the employee receives the answers s/he needs.
It’s a wonderful idea. I imagine learning and development folks building a knowledge hub replete with frequently asked questions or … Read the rest
“But I think that no matter how smart, people usually see what they’re already looking for, that’s all.” Veronica Roth
According to Dashe Thomson, cognitive biases can be both useful and detrimental to learning. They matter to us because they can make learners and designers resistant to incorporating new information, they can result in learners remembering inaccurate information, or they can prevent learning from happening altogether. Biases that have a negative effect on learning were discussed in Tip #779.
Here is an example of the impact of cognitive biases related to learning and recall. This is a very helpful piece of information if you notice employees reverting back to old procedures after a training program that taught them the … Read the rest
“If there’s something you really want to believe, that’s what you should question the most.” Penn Jillette
A heuristic is a mental shortcut that allows people to solve problems and make judgments quickly and efficiently. It is how the brain automates repetitive tasks and decisions. It can be very helpful, particularly when you realize that people take in an average of 34 gigabytes of information on a daily basis and continually have to make decisions.
When heuristics fail at making correct assumptions about the world, the result is a cognitive bias: drawing a false conclusion based on prior data.
According to Andrea May, there are at least ten cognitive biases that negatively affect learning:
- Confirmation bias:The tendency to
“Where my reason, imagination or interest were not engaged, I would not or could not learn.” Sir Winston Churchill
We know that engagement is important, whether it be in a personal relationship or a work situation. To help us all, Amanda Slavin, CEO of CatalystCreativ and her company have created a taxonomy for engagement.
The idea is if you know at what level of engagement a person is, you will know what needs to be done so that person becomes more truly engaged.
The following descriptions of each of the seven levels of engagement are drawn from a handbook printed by HubSpot Academy and CatalystCreativ.
Since they directly relate to behavioral change, I’ve correlated my definitions of the levels of … Read the rest