Zoom training by Matthew Richter on Learner Motivation

 Training on Instructional Design by Matthew Richter . 

Saturday 14 Oct 2023 . 

Asked us to repeat the week days in alphatecal order . 

" You cannot actually motivate another person. YOu can only affect the environment .  You can only change the environment so that the other person is motivated . " 

Asked us to write down our reasons to attend a company training workshop in our work place. In the chat box . Plenty of responses came. Motivating factors . 

Displays green board . 

Motivation isn't a STATIC thing . It constantly engages with the environment . It goes up , goes down , depending on the facilitator . Intrinsic motivation is synonymous with passion . 

For extrinsic motivation , some external force is required . Our sense of well being is directly linked to our intrinsic motivation . Autonomy is not about having a choice to do or not to do . Bu I see the meaing and purpose and reason in engaging in the activity ( definition ) . 

Choices are always present in our daily lives . But not all our choices are wise choices . 

Relatedness . Sense of belonging . Need to feel the part of a community . To connect with something bigger than ourselves . We don't want to be socially excluded . 

These 3 are fundamental needs . Competence . Autonomy . Relatedness. 

Behaviouralism is a powerful motivation but it keeps changing . It's dynamic .

Power is extrinsic. But if we realize the power within ourselves, we can achieve much more. 

To motivate learners we need Structure in our workshops , Autonomy support and Involvement of learners in the learning process . 

How to be SELFLESS while engaging learners in the educating activity ? Look at the check list . 

Always start with the STRUCTURE . Otherwise, learners are not going to be motivated. Lack of structure means, the learners are not going to see the relevance . 

Learning preferences is a myth . We need not design according to the learner's preferences . 

Most skills are not transferrable out of context . 

No one learns a damn thing in a key not lecture . YOu don't remember a thing after a week. 

Training should be in a way it should simulate the actual work environment. In that way, learning prefernces need not be considered . 

Sushma Banthia : What is the place of psychological safety to learning context ? 

There was some research on it . What does it mean ? Safety. Means personal respect. 

Now it is important . 

Bing Chat search . Psychological safety. " In the context of learning, I feel it problomatic . While training you, I want to stretch your boundaries . I want to push the learner out of comfort zone. I don't care about your feedback forms, marks, whether you enjoyed my training or not. I want you to do well in  your job as a result of my training. That is not always enjoyable . 

So, psychological safety is a hyped up ? 

creating mini scenarios and branching scenarios

 

Mini-Scenarios

Mini-scenarios, or one-question scenario assessments, are slightly more active than just listening to an example. Set up a short scenario and ask learners a multiple choice question. I frequently use this technique with clients who are just dipping their toes in scenario-based learning but aren’t ready to jump into full-blown branching or simulations. You can use this technique for practice or assessment, even in a linear elearning course. In ILT, use a scenario to pose a question to the class. Ask which choice they would make with a show of hands.

Branching Scenarios

Branching scenarios are one of the most active methods of using scenarios for learning, short of simulations and serious games. Branching lets learners make choices and see the consequences of their actions. It gives them a safe space to fail and learn from mistakes.

TNI questions from a Survey on WA

 Also useful in job interviews 

Here are a few sample Questions . Food for thought . 

( 1 ) What are the top 5 impactful / flagship/ award winning learning initiatives in your organization ?  

(2) Please provide short 2–3-line descriptions for the above initiatives that makes it impactful - standout feature/modality etc. 

( 3)  .What are the top 5 behavioural skills or competencies that L&D focuses on for upskilling and reskilling in your organisation? 

(4)  What is the highlight of your group induction program? 

(5 ) .Describe Top 3-5 people/ team manager development program(s) in your organisation

(6 ) Describe Flagship leadership development intervention(s) in your organisation?

( 7) Additional Learning and Development focus areas (if you want to share)

( 8 ) Do you have a competency framework for your employees ? 

(9 ) Briefly describe the competency framework

(10 ) What learning innovations your organization is most proud of ? Can you share a brief about the same?

(11 ) How is learning effectiveness measured in your organisation?

( 12 )What according to you are some important levers for transferring learning in the workplace?

(13) Which describes your current role in your organisation?