Meet Alex, a highly driven sales professional who recently experienced a career failure. After dedicating years to a sales career, Alex faced insurmountable obstacles that resulted in a significant setback. The demoralizing experience left Alex feeling defeated and questioning future job prospects. Seeking a fresh start, Alex decided to reskill and pursue a new career in digital marketing.
Types of Motivators
Now imagine you have been assigned the task of creating engaging eLearning courses specifically designed for individuals like Alex. Your goal is to create courses that will not only provide valuable knowledge and skills but also reignite their passion and confidence.
Obviously, this is a worst-case scenario. Nevertheless, in the realm of eLearning, motivation plays a vital role in driving learners’ engagement and success. When designing courses for individuals who are unmotivated for any reason, understanding the intricacies of human motivation is even more vital.
Motivation can be classified into two main categories: intrinsic and extrinsic. Both have the potential to inspire and propel learners forward, but in different ways. In this article, we will explore the dynamic interplay between intrinsic and extrinsic motivators and how instructional designers can harness their power to create truly engaging and impactful eLearning experiences. By leveraging a combination of these motivators, we can help demotivated learners rediscover their drive, reignite their passion, and successfully navigate their path to a promising new career.
Intrinsic Motivators
Developing intrinsic motivation in learners who may have little or no initial interest or motivation can be challenging, especially in an online (impersonal) learning environment. However, there are strategies you can employ to foster intrinsic motivation in these learners:
Relevance
You would think a learner in Alex’s position would understand the motivation of “what’s in it for me.” But if they’ve been beaten down and feel like a failure, sometimes they just can’t see any way forward. We can counter this by helping learners see the direct relevance of the content to their personal or professional goals. Highlight how the knowledge or skills they acquire can lead to better job prospects or career advancement. In short, help them see the way through their current situation.
Early success
There are few things in life as motivational as a “win.” Establish clear and meaningful goals but set them up for early success with easy victories at first. Break down the learning into smaller, manageable chunks, and provide learners with a tangible sense of progress when they achieve these goals.
Choice and autonomy
Provide learners with opportunities to make choices about their learning path, such as selecting from different topics within a module or deciding on the order of completion. Empowering learners to have ownership and control over their learning can generate intrinsic motivation.
Community
Create an atmosphere of supportive collaboration. Cultivate an online learning community where learners can connect with peers who are on a similar journey. Encourage group discussions, peer feedback, and collaborative projects. Social interaction and support can enhance motivation and create a sense of belonging.
Engagement
Use engaging instructional design. Incorporate varied and interactive learning activities that appeal to different learning styles and preferences. Utilize multimedia, gamification, case studies, simulations, and other interactive elements to make the learning experience more enjoyable and engaging.
Feedback
Provide timely and constructive feedback during assessments and regularly provide learners with feedback on their overall progress and performance. Celebrate their achievements and offer suggestions for improvement in a constructive manner. Feedback can help learners understand their strengths and areas for growth, which can enhance their motivation to continue learning.
Be a role model
As the facilitator or instructor, exhibit enthusiasm, passion, and curiosity for the subject matter. If you have little face-to-face interaction with your learners, you might consider dialog-based content form and just write your enthusiasm into the curriculum. Your own intrinsic motivation and love for learning can be contagious and inspire learners to find their own motivation.
Personal intrinsic motivators
Help learners identify and connect with their own unique intrinsic motivators. This could involve reflecting on their personal interests, values, and aspirations. Help them see how the learning content aligns with their passions or long-term goals and emphasize the personal satisfaction and sense of accomplishment that comes from developing new skills or knowledge.
Remember that building intrinsic motivation takes time and effort. It involves creating an environment that nurtures curiosity, relevance, autonomy, a sense of competence, and a supportive community. By implementing these strategies, you can help learners discover their own internal drive, foster a growth mindset, and ignite a love for learning.
Extrinsic Motivators
While developing intrinsic motivation should be the primary focus, extrinsic motivators can also play a role in encouraging learners, especially in the initial stages. Here are some potential extrinsic motivators you can consider incorporating:
Rewards and Recognition
Competitions and Challenges
Introduce friendly competitions or challenges that allow learners to showcase their skills and knowledge. Offer prizes or incentives for those who excel or meet specific criteria.
Career Advancement Opportunities
Highlight the potential career benefits and opportunities that can arise from the successful completion of the online learning program. Emphasize how the acquired knowledge and skills can positively impact their job prospects and professional growth.
Real-world Application
Frame the learning in a practical context by providing examples, case studies, or projects that simulate real-life scenarios. Show learners how the acquired knowledge can be directly applied to their desired career field.
Mentorship or Expert Guidance
Connect learners with industry professionals or mentors who can provide guidance, support, and personalized feedback. Offer opportunities for learners to interact with experts through webinars, Q&A sessions, or online forums.
Remember, the goal should be to gradually shift the focus from extrinsic motivators to intrinsic motivation in order to create lasting changes in your learners’ attitudes and behavior. While extrinsic motivators can provide initial encouragement, they may not sustain long-term engagement and passion for learning. It’s essential to also foster an internal drive and love for learning by emphasizing the inherent value and joy that comes from acquiring knowledge and developing new skills.
