Offering incentives is necessary to help us remain in the intentional change cycle where we practice new skills and mindsets.
- things that help to scaffold and/or bring continuity
- things that we are interested in and that motivate us
- things that link our work to a greater purpose or cause
One specific way to leverage the power of incentives during professional development is to capitalize upon the interests of the adult learner.
Click here to learn how.
Aligning professional development with work that matters…with a purpose…fosters motivation, which is turn, serves as an incentive to move toward change.
Providing incentives that go beyond pay and gold stars, invites adult learners to impact the things they care about.
Purpose fosters motivation; motivation lets us endure a greater perception of effort; and enduring a greater perception of effort often results in better performance. ~ Brad Stulberg and Steve Magness authors of Peak Performance
“For complicated change and development, however, it is clear as day that people don’t sustain change when promised incentives like good assignments or a better office.” Annie McKee (click to tweet)
“And when threatened or punished, they get downright ornery and behave really badly.” Annie McKee (click to tweet)
“Carrot and stick performance management processes and the behaviorist approach upon which they are based are deeply flawed, and yet most of us start (and end) there, even in the most innovative organizations.” Annie McKee (click to tweet)
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You need to take this course because it helps you to see how other adults learn and receive information. It also helps to give you ideas on how to start to change their mindsets when offering them new information or protocols. Change is hard on everyone but it is how you present the change that makes the difference. ~ Lisa Leslie, Littleton Public Schools