INTRINSICALLY DRIVEN SKILLS: TRAINING DESIGN CONSIDERATIONS
When we design and deliver training programs, our goal is to generate learning transfer that changes behavior and improves performance. It becomes a bit trickier when the skills we are building are intrinsically driven. What does this mean? A capability is intrinsically driven when performance is fueled by engagement, ownership, curiosity, concern, choice, initiative, or another form of intrinsic motivation.
Most management and leadership skills are intrinsically driven, but so are many teaming skills, and relationship skills. How ought the idea that a skill is intrinsically driven affect how we design and deliver training programs? We’ll explore this question during this interactive session.
About the Facilitator
Lisa Haneberg has been in the Training and OD field for nearly 30 years. She’s written over a dozen nonfiction books, including several for the ATD Press that address soft skills training best practices. Lisa and her husband moved to Lexington from Houston, TX two years ago.
Learning Objectives:
1. Distinguish whether a skill is intrinsically driven.
2. Explore five best practices that improve learning transfer for programs addressing intrinsically driven skills.
3. Create a plan for applying learned insights to informal and formal learning programs.
