Q: My recollection of the seat belt campaign is that the messaging was more stick than carrot — click it or ticket! What role should compliance/enforcement play in organizational training? It’s the behavior I want changed, not the feelings of engagement.
This is an excellent question. I do remember some of those ads well. They were a stick or punishment incentive. I believe that with education and empowerment — we can create change without using fear. However, I do believe that a program should be mandatory. There can be ways to test out or show competency — but it is not voluntary. If a person has a computer or any access to technology within an organization, it is just part of the job role. What’s hard is when we deal with organizations that have unions. Regularly, unions refuse to allow their members to participate in training. That’s where it gets sticky. Training means focus and time away from another task.
I can appreciate your distinction — Behavior change is the goal and you could care less about the engagement. I believe that the way to create behavior change is to first have engagement. Without engagement, they are not taking the training seriously and/or focusing on the message. Engagement is needed to bring them into a place where they will hear and then apply the message. Increased engagement will produce increased behavior change. Drip7 is a platform with microlearning and these are the type of measurements that I want to put hard statistics to. In a year or two, I look forward to showing you the numbers and the real correlation.
Before Drip7 launched, Heather Stratford, the Founder and CEO, gave a presentation on Microlearning and Culture Change. We’re sharing some of the great questions she was asked after her talk.
To learn about microlearning, gamification, and how Drip7 works to create lasting skills growth and behavior change, keep coming back here to read more.