Many internal factors or needs drive a learner's behavior. Although receiving tangible items and recognition is important, many participants gain a greater sense of satisfaction from within. The following is a list of some of the internal factors that cause a person to speak up, volunteer, and become active in your sessions.
Many participants gain enjoyment from the learning process itself. Some people simply like the challenge of having their brains engaged or trying to learn new information or skills. The simple process of gaining new perspectives (the "ah ha" factor) can lead to personal satisfaction.
By being part of a team or group as it searches for new ideas, knowledge, or discovery, some learners feel that they are achieving personal satisfaction—one that comes from reaching a goal or being part of something beneficial.
Participants who enjoy growing personally and professionally and those who believe that knowledge is power often get a sense of confidence through training. This leads to learners feeling better about themselves and often comes from having their ideas or efforts accepted during a training session.
Some participants enjoy the academic challenge of being in a training session with peers. They thrive on the feeling that comes from directing activities as volunteer group leaders and the learning of others or from being in charge of their own learning.
MINDMAP 1. Intrinsic Rewards
With so little time to address problems or issues in the workplace, many participants welcome the opportunity to have dedicated periods in training during which they, and others, can brainstorm potential solutions that will make their jobs easier. They enjoy a chance to come up with alternate answers to issues. This is especially gratifying if the solution adds significant value to the workplace, team, others, or the learner's personal life.
When training is clearly related to the workplace, participants often feel a sense of accomplishment that comes from recognizing that what they are learning or experiencing has a direct link to their lives and jobs. Material that is pragmatic and not just theoretical is seen to provide a purpose for the learning.
There is a certain pleasure or sense of self-fulfillment that can be derived from learning or mastering difficult subjects or skills. This is especially true when only a few before the learner have met such milestones.
Through an investment of time and effort, many learners recognize that their efforts to learn and apply what is gained can ultimately lead to an improved status in the workplace or life as a whole.
By creating an environment in which learners can attain intrinsic goals or rewards, such as those listed in the preceding, you can encourage involvement and ultimately success. Giving participants choice in what and how they learn, and some degree of control over the learning process, increases the chances of your success in facilitating learning.
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