Adult learning has traditionally been a slow-changing sector, with teaching methods remaining stagnant for decades. This has led to low knowledge retention rates and minimal incentive for applying that knowledge in higher education and corporate training.
Recent research in behavioural science has shed light on the role of the brain in cognition adoption and behavior change, particularly in corporate training.
Organizations that can adapt to change quickly are gaining a competitive edge in the market. As a result, the way people learn and how learning is delivered must evolve. The proposed framework aims to support organizations in developing future talent.
According to KPMG’s Global CEO Outlook (2020), CEOs have identified the lack of appropriate talent as the most significant risk for their organizations’ future during the COVID-19 crisis.
Immediate actions have focused on reallocating resources with limited budgets and reprioritizing learning content to address challenges stemming from the crisis, fostering agility, and motivating team members.
Skills and behavior development in such scenarios require a different learning framework that leverages human mental power to unlearn previous practices, establish psychological resources, and reduce resistance to change.
Influencing behaviors to make knowledge actionable is crucial for organizations. The Fogg behavior model, developed by Stanford University professor and behavioral scientist BJ Fogg, highlights the convergence of motivation, ability, and prompt to create or modify behaviors.
Within adult learning, these principles can be tailored to encourage positive attitudes towards change and drive specific behaviors or actions.
Motivation
The human brain is driven by underlying motivators such as seeking pleasure, avoiding pain, anticipating achievements, embracing challenges, autonomy, storytelling, and curiosity.
- Recognition, closure, and challenge enhance engagement.
- Autonomy, storytelling, and curiosity contribute to intrinsic motivation.
Ability
Learners must be able to perform desired actions or challenges effortlessly. Simplicity is key, and actions should be relevant, simplified, consistent, and accompanied by prompt feedback.
Prompts
Reminders or triggers should be included in learning programs to prompt learners to practice new actions. Utilizing technology for notifications should be done mindfully to avoid distractions.
The future of behavioral science in corporate training
Adapting to the changing landscape of knowledge requires a focus on learning how to learn rather than simply transferring knowledge. The World Economic Forum lists critical skills for the future, emphasizing critical thinking, self-management, resilience, creativity, leadership, and emotional intelligence.
Behavioral science in corporate learning is gaining traction, with organizations like Bessern pioneering this approach in the Middle East. These new priorities require a shift in learning methodologies to cultivate new behaviors and drive organizational success.
By integrating the behavioral model framework, organizations can transform individual learning experiences and corporate cultures.
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This article was first published on November 5, 2021
The post How behavioural science is transforming corporate learning appeared first on e27.