Documente Academic
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Pamela Slim
Table of Contents
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INTRODUCTION
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A U D I E N C E A N A LY S I S : D I S C O V E R I N G A N D D E F I N I N G R E L E VA N C E
Business objectives
D E S I G N F O R M O T I VAT I O N
E N G A G I N G Y O U R L E A R N E R S A C R O S S G E N E R AT I O N S
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SUMMARY
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Introduction
Designing online learning can be challenging since there are so many variables to manage. What technology should you use? Which
mediums will drive the best learning? How much content should you include?
But there is a more fundamental question under all the technology details: Will your learners actually engage with and complete your
training? How do you create and maintain their motivation throughout the entire course? When you get this right, you will solve 80%
of your motivation problems.
In this ebook, Ive shared some frameworks and tools that will help you plan, design and launch online training programs that your
learners will be naturally motivated to complete.
A U T O N O M Y, M A S T E R Y A N D P U R P O S E
Popular belief says that we are motivated by rewards (the carrot) or punishment (the stick). Yet when Daniel Pink did research on
motivation for his 2009 book Drive, he found that people were actually motivated by three things: autonomy, mastery and purpose.
Pink said:
The secret to high performance and satisfactionat work, at school, and at homeis the
deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our
world.
Applying this to online training, here is how we can drive motivation through these three factors:
1. Autonomy: Provide information, instructions and tools to give your learners autonomy and control over their learning process
2. Mastery: Provide clear ways to show progression of learning, the gaining of skills, and progress in the course
3. Purpose: Provide evidence as to why this training is important, and how it solves important problems that are meaningful to the
learners
R E L E VA N C E
Motivation Map
A C C O U N TA B I L I T Y
Relevance Levers
1. Business case: How does this training program help accomplish the organizational goals for the year?
2. Personal and professional goals: How does this training program help grow or have more options in your career?
3. Ongoing employability: How will this training program better secure your employment?
4. Content that reflects your reality: Do the people and situations contained in the training resonate with you? Do they reflect your
reality?
5. Real examples (before + after): Can you view proof that real people, in similar situations, realized the promise of this training?
Accountability Levers
1. Recognition: Who in your organization notices when you successfully complete the program? How do you get recognized?
2. Compensation: How does reaching your learning goals affect your compensation or bonus?
3. Story: What story about the training will engage both your mind and your emotions?
4. Values: How does learning this skill relate to your personal values? How does it relate to your organizational values?
5. Team spirit: How will completing this program contribute to the success and well-being of your team?
6. Competition: Who else is doing this training program? How do you stack up against the competition?
7. Live support: When you get stuck, what support is in place to get your questions answered immediately?
Audience analysis:
Discovering and defining relevance
So where do you find the information that relates to the Motivation Map?
The first place to look is your organizations business plan. Here are some
questions to answer related to business objectives, sponsorship and business outcomes. By answering these questions, you will get great information to use in your course communication before, during and after training.
BUSINESS OBJECTIVES
What are your annual strategic objectives?
How does this course fit into the objectives?
Why hold this training and why now?
Which positive things will result when training is successfully completed?
Which things will be at risk if the training is not successfully completed?
customers, ourselves?
8. Whats an unobvious way to tell our
story? Can we look to analogy instead of
example?
9. What do we consider normal and boring
that other folks would think is cool?
10. And most important: relay your vision.
C R E AT I N G A R E L E VA N T A N D E N G A G I N G S T O R Y
ABOUT THE BUSINESS
After you identify specific and tangible business outcomes for your train-
story. Ann Handley, chief content officer of Marketing Profs, outlines some
this data?
powerful questions to ask about your business to elicit effective and compelling stories.
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Summary
Online learning is a modern miracle. It allows us to teach from anywhere, scale training throughout an organization at a fraction of the
cost of live training and reach a global audience with consistent, effective messaging.
Spending time to clearly define the business drivers, accountability strategies and personal motivations of your learners will greatly
influence your success in delivering programs.
With this strong foundation in place, you can work on the fun stuff: writing great content and designing great activities that drive
engagement and depth of learning.
If you have a great case study of what you have done to drive motivation for your online learning programs, or if you have questions or
suggestions, we would love to hear from you! Send an email to support@pamelaslim.com.
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Citrix GoToTraining is the easy-to-use online training service that allows you to move your live instructor-led training programs online.
Hold unlimited online training sessions including HD video conferencing with up to 200 attendees for one low flat fee. Learn
more or start a free trial at www.gototraining.co.uk.
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