One of my clients recently asked me how they might increase participation and engagement in their training programs.  They were faced with two challenges, (1) registration numbers for their training programs were low, and (2) the participants in their live virtual programs were not engaged.

To coach them towards a solution, I took them back to the basics of adult learning theory.   Adults are most ready to learn when they are facing real-life situations that learning can help them solve.  I asked my client to stop thinking like a talent development professional and start thinking like a learner.  Know who your target audience is a put yourself in their shoes.  What are their motivations to learn?  Then tap into those motivators in the following ways:

• Promote: Highlight those motivators when promoting the learning program. Rework your course title to describe the value the learner will receive by attending the program
• Awaken: Engage the learners early in the learning experience to increase their readiness to learn. Start the program strong, so the learner gains value within the first five minutes.
• Envision: Sustain learner engagement throughout the learning experience by connecting to real-life applications. Help the learner visualize applying what they are learning to the challenges they are facing.
• Apply: Provide reinforcement after the training is over to increase knowledge transfer to on-the-job application.

Using this approach will have dramatic results on learner engagement because you’ve made it all about them!

In case you missed my newsletter last week, I wanted to remind you that I’m offering a 50% discount on my fees for clients that sign up by November 30^th.  If you would like to learn more, schedule a complimentary consultation.

Wishing you the best!

Amy