Motivated and enthusiastic trainees stimulate both their own and their colleagues’ development. It’s true of online training and live training; people talk about it during work and discuss each other’s progress.
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Leaders of all levels, disciplines and sectors face challenges – their internal motivation, drive and passion to be a great leader, and external environmental forces that impact their choices and freedom to lead.
Individualized learning faces a common problem: how to maximize the level of motivation needed to complete programs successfully.
Have you stopped to consider that training can provide benefits that are worth even more than improved skills?
Not everybody starts training right away after the online program kicks off. That’s OK, since learning whenever it suits you is actually one of the advantages of online training. But what if your employees don’t start training at all?
Create amazing microlearning within your existing web experiences and entice your training-resistant personnel into a culture of learning experiences that feel more like support and less like punishment.
By accepting a position of leadership in your organization, you’re making a promise to your employees that you will develop them, give them enriching work, encourage growth and provide opportunities.
Think of your best leaders. They saw your potential and pushed you toward it.
As teacher and researcher at Stanford University, BJ Fogg mainly focuses on the ways behavior can be influenced. Fogg argues that someone will act when there is motivation, ability and a trigger.
It’s important for L&D professionals to design training content in a way that obtains the learners’ buy-in first.