Motivational learning: how do you tackle it as an organization?

How do you motivate your people in learning? Extrinsic motivation in the form of a reward is a frequently used methodology for this purpose. But how do you keep the learning experience “fun” and the participant intrinsically motivated? At TTA International, we have been involved in designing (online) training and the role of motivation in it for many years. In this blog, we share some key insights.

Motivation online vs. offline

Does motivation work differently in online learning than in any other form of learning? We tend to think so. Yet, in practice, this turns out not to be the case. Online and physical education essentially share the same challenges around participant motivation. It is true, however, that online distance can increase motivational challenges.

Encouraging intrinsic motivation

Using the “motivational learning” principles of Willem-Jan Renger (HKU), you keep participants intrinsically motivated. It puts the learning experience front and center. Why is the participant taking the training? And what does the participant want to learn? With answers to these questions, align the usefulness of the training with the usefulness of the training to the participant himself. It also works to motivate not only focusing on the lesson objective, but more importantly on the feeling the learner wants to have when learning. Moreover, while developing and delivering training, we pay close attention to mechanisms for feedback in short loops. Such loops are essential to keep participants motivated. Active participation in training is the last fundamental aspect of our way of working.

Playful learning

Fanatical gamers probably recognize the above principles immediately. Playing fanatically is intrinsic anyway; after all, you play for fun! Play and intrinsic motivation are closely linked. Where previously the focus was mainly on transferring knowledge through direct instruction, we are putting our efforts into play-based learning in an (online) learning solution. Developing game-based learning is more than adding game elements (gamification) to make learning content more engaging. Gamification motivates temporarily, while “serious games” contribute to the sustainable learning of complex skills. Game-based learning is a strategy that leads to motivated participants. We see developing “game-based learning” as key to success for fanatic learning. Game design requires creativity. You also need knowledge and expertise in digital didactics and educational technology to develop high-quality online learning resources. The colleagues at TTA International like to sink their teeth into such a “serious games” issue.

Motivation at its core

Understanding and applying motivational principles is at the heart of “motivational learning. We also emphasize the importance of creating a participant-centered learning experience, with a strong emphasis on direct feedback, active participation as well as enjoyment of learning. These insights offer new opportunities for developing online education where motivation is not a means, but the core of the learning process.

Do you want to know more? Get in touch with us!