“Design For How People Learn: Design for Motivation“ Julie Dirksen
There are two kinds of motivation that learning designers need to consider: motivation to learn, and motivation to do.
When you hear “I know, but…,” that’s a clue that you’ll probably need to design for motivation. “I know, but…” frequently comes up when there is a delayed reward or consequence.
- We learn from experience, but it can be a problem if we learn the wrong thing from experience.
- Change is hard.
- We are creatures of habit—irritating for the short-term learning curve, but potentially useful if we can help learners develop a new habit.
- You may be able to influence your learners, but you can’t control them.
- Learning designs should show the learners how something new is useful and easy to use.
- Try to ensure your learners get the opportunity to observe and personally try new processes or procedures.
- Learners need to feel a sense of self-efficacy with the new challenge or skill.
- Use opinion leaders as examples.
- Visceral experiences may have more impact that abstract ones, although the research on this topic is ongoing.