Learner Motivation Strategies

We often dive straight into the "how-to" when designing learning content. But I've found that taking the time to explicitly address the "why" behind the learning objectives can be incredibly powerful. 🔗 When learners understand the value and relevance of what they're learning, their motivation and engagement soar. 🚀 I recall working on a compliance training module that was initially met with resistance. By taking the time to clearly explain why these regulations were important and how they directly impacted the learners' work and the organization's success, we saw a significant shift in attitude and a much higher level of engagement with the content. Connecting the learning to a larger purpose or a clear benefit for the learner can transform a mandatory task into a meaningful development opportunity. How do you effectively communicate the "why" in your learning designs? #LearningMotivation #RelevanceInLearning #InstructionalDesignPrinciples #PurposefulLearning

Recently I listened to Luke Hobson, EdD's podcast on #andragogy, or the science behind #adultlearningtheory. It was incredibly insightful to hear him explain the six major principles in a simple to understand way! I also was very encouraged to notice I've already been using a lot of these in some sort of way (though there's always room for growth and improvement!). Here's a quick recap of my big takeaways: ✴️ "The Why Being the Ask" - Clarifying for the target audience how the learning will help them in their jobs. One great tip I got was to add a statement with each learning objective about its relevance (emphasis on relevance is a HUGE part of my instructional processes!). ✴️ Acknowledging what the audience already knows / past experiences - Each course I start, I always do a survey with my learners about their learning preferences, interests, and goals, as I make every effort to connect and cater the learning experiences to the interests and needs of my learners. While this may seem like a big task, by involving different forms of presenting information and ways to gather responses, I am usually able to meet the expectations and preferences of my learners. This also involves the concept of #universaldesignforlearning or #udl, which promotes the idea of having multiple ways and flexible means of how to accomplish #learninggoals (I've got a great suggestion for a book to help flesh this out; if you're interested, see the comments!). ✴️ Relevance - As mentioned above, going beyond just the theory to make clear the relevance of the learning is paramount! ✴️ Self-concept - Again, implementing UDL practices helps in providing flexibility for how learners want to learn! ✴️ Problem-Centric - Incorporating real-world problems for learners to solve (my favorite way is using #scenariobasedlearning, though case studies are also another great means); incorporating quality interactions and breaks also helps with this. I liked Luke's suggestion of the 70/30 divide - 70% "action," 30% exploring instructional content. ✴️ Last but not least, intrinsic motivation - Inspiring learners to believe in themselves and their abilities and encouraging a #growthmindset. This is always my goal as an instructor. Some great suggestions Luke had for supporting this are regular check-ins and giving learners feedback and praise for responses (again, I strive to do this as often as possible). This podcast also inspired me with some additional ideas that I look forward to implementing in the near future! What are your thoughts? What are your best tips for supporting adult learning? I'd love to hear your thoughts in the comments! #instructionaldesign #learninganddevelopment #learningexperiencedesign #bettereveryday

People would rather die than change their behavior: Studies show that only 10% of people who get heart bypass surgery go on to modify their diets and lifestyles. You can see why leadership development, which hinges on behavior change, gets labeled as a cost center. That’s why I built an entire company and platform devoted to helping HR pros change behavior. And that’s why I will beat the drum of these 4 strategies until they become HR gospel: Strategy 1️⃣: Behavioral nudges Nudges change behavior. Think: - a text from your dentist - a picture of a fly in a urinal - an employee asking “would you like to supersize that?” Great nudges = behavioral science + purposeful AI Strategy 2️⃣: Microlearning Instead of sequestering employees to dusty, windowless training rooms for eight hours, deliver learning in bite-size chunks in the flow of work. Microlearning: - meets busy learners where they are - spreads content delivery out over time (aka MORE points of practice & reinforcement) - turns key concepts and strategies into an open book test (i.e., pull up a job aid for your upcoming 1:1 meeting) Strategy 3️⃣: Agenda-driven learning Agenda-driven learning (as opposed to libraries) establishes purpose. Whether it’s for New Managers, Sales Enablement, or Team Engagement, a purposeful curriculum helps win learner buy-in. Strategy 4️⃣: Scale coaching to EVERY LEARNER Coaches help change behavior. Sure, it’s not feasible to grant every learner access to a 1:1 exec coach, but it's 2023 and there are scalable options: - Group coaching: Cohort-based, live group coaching gives learners the chance to practice key skills with an expert and learn from their peers. - LiveCoach: Message directly with a seasoned coach about questions you have and challenges you face as you apply what you learned on the job. --- Sparking real, long-term behavior change is the best way to drive impact, get a seat at the table, and win more budget. #leadershipdevelopment #nudges #training

After traveling across the United States to reunite with family and friends, I’m back in my space as an educational consultant - leading workshops, sharing best practices, and touring schools and workspaces to observe and recommend improvements. One question keeps resurfacing: What are the biggest challenges #educators face every day? Two decades in, I now answer this through the lens of one who has worked with all stakeholders. In education, we often focus on lesson planning, classroom management, and assessments. However, the real challenges are often emotional and social. If you spot a child showing the signs below, that is a crisis demanding focus. 1. Disconnection: The child is quiet, unresponsive, and avoids group work or class discussions. They look and feel emotionally withdrawn. 2. Amotivation: A child lacks initiative - missing deadlines, submitting incomplete or rushed assignments, and showing little interest in school. 3. Learned Helplessness: The child frequently says, "I can't do this!" or "This is so hard!" They avoid trying, believing they will not find success. 4. Avoidance: Increased absenteeism, tardiness, or opting out of activities. Their emotional presence in school is diminished. 5. Low Future Orientation: The child’s response to future plans is apathetic, as if silently or loudly saying "I don’t care!" They seem disconnected from goals or growth as though they no longer believe in their ability to accomplish. If left unchecked, these behaviors can escalate into full disengagement, leading to a loss of motivation and withdrawal from the classroom community. How can educators respond using social-emotional learning (#SEL) strategies? 1. Empathetic Communication: Create a safe space for conversation to uncover the root causes of disengagement. Active listening and empathy are essential. A simple, "I’ve noticed you seem quieter lately. Is everything okay? I am here to talk," can open the door to support. 2. Emotional Self-Regulation + Metacognition: Help the child identify and articulate their emotions. Break down challenges into manageable steps, celebrating small wins along the way to restore their sense of control. 3. Positive Reinforcement: Acknowledge the child’s strengths and resilience. Recognizing effort boosts their sense of belonging and self-worth, vital for emotional engagement. 4. Autonomy Support: Provide opportunities for the child to take ownership of their learning. Let them share topics that resonate with their interests or offer different formats for assignments (a video, artwork, or a report). Every #child deserves an understanding #adult. The most effective interventions happen before full withdrawal. By creating an emotionally supportive environment - one that nurtures social-emotional growth - we can help sustain motivation, foster resilience, and empower our #children to thrive because those are the life lessons not explicitly listed in the lesson plans. . . . #backtowork #hattennoki #eq