INTRINSIC VS EXTRINSIC MOTIVATION IN TRAINING TRANSFER EFFECTIVENESS

Why do some employees apply what they have learned, while others complete training and change nothing? It often comes down to this: What is driving them internally or externally?

Intrinsic vs Extrinsic Motivation: What is the Difference?

Intrinsic Motivation: Comes from within fueled by personal growth, curiosity, purpose, mastery. “I want to improve because it matters to me.”

Extrinsic Motivation: Driven by external rewards or pressures, like recognition, promotions, manager expectations, and avoiding punishment. “I will apply this because I have to or I will get rewarded.”

How to Tap into Both in Your Training Design

1. Make Learning Meaningful: Show how the training connects to personal growth, values, and real job impact. “What’s in it for me… beyond the task?”

2. Use Recognition Strategically: Celebrate wins but tie them to effort, learning, and behaviour change (not just participation). “We see what you’re becoming, not just what you did.”

3. Give Autonomy: Let employees choose how they apply new skills. Encourage experimentation and self-direction. Autonomy fuels ownership.

4. Encourage Reflection: Ask; why did this matter to you? What did you discover about yourself? How does this align with your bigger goals? Reflection deepens internal commitment.

5. Build Challenge and Mastery into the Journey: Design activities that push learners just beyond their comfort zone. Progress builds passion.

At ITTEC 2025, we will explore how to build motivation-rich learning experiences that result in real-world change.

Register now for ITTEC 2025 – https://itteconference.com/registration.php let us go beyond content and into what really moves people.

#TrainingTransferEffectiveness #Motivation #IntrinsicVsExtrinsic #LearningPsychology #BehaviorChange #TTEP #ITTEC2025 #LDCohort #TrainingEffectiveness #HRLeadership #WorkplaceLearning #LearningImpact #FromTrainingToTransformation

Comments

TEN TRAINING TIPS TO IMPROVE PRODUCTIVITY AND RETENTION

Set Clear Objectives : Define specific, measurable goals for your training programs to align with organizational needs. Customize Content : Tailor training materials to address the unique challenges and needs of your team or industry. Incorporate Active Learning : Use interactive methods like case studies, role-playing, and group discussions to keep participants engaged. Leverage Technology : Use tools like e-learning platforms, gamification, and virtual reality to create dynamic and accessible training experiences. Encourage Continuous Learning : Promote a culture of ongoing development with microlearning, refresher sessions, and access to resources post-training. Provide Practical Applications : Incorporate real-world scenarios and encourage participants to apply new skills immediately on the job. Offer Feedback and Recognition : Provide constructive feedback during training and recognize participants’ efforts to foster motivation and growth. Engage Managers : Involve supervisors to ...

HOW ENGAGEMENT IMPACTS TRAINING TRANSFER: THE KEY TO LASTING LEARNING OUTCOMES

Engagement is more than just participation—it is the level of attention, interest, and commitment learners put into their training experience. High engagement in training directly influences the ability to transfer learned skills into the workplace, turning knowledge into real-world action. Why Engagement is Crucial for Training Transfer Increases Knowledge Retention: Engaged learners are more likely to remember what they have learned because they actively participate in the process. This deeper cognitive involvement ensures that knowledge sticks and can be applied later. Encourages Active Application: When learners are engaged, they are more likely to take the initiative to apply their new skills to everyday tasks, strengthening the connection between learning and action. Improves Motivation and Commitment: Engaged employees feel more motivated to improve performance and see the value in training. This commitment drives them to put in the effort needed to apply what they have learned ...

THE ROLE OF LEADERSHIP IN SUSTAINED SUCCESS

Great organizations do not thrive by chance—they are built on the foundation of strong, visionary leadership . While strategies, processes, and market dynamics play crucial roles, leadership remains the key driver of long-term success . But what makes leadership truly impactful? It is not just about making decisions or giving directions; it is about inspiring, empowering, and cultivating a culture of continuous growth and resilience . Key Leadership Traits That Drive Sustained Success Vision & Strategic Thinking – Successful leaders do not just focus on short-term wins; they create a compelling vision for the future and ensure their teams are aligned to achieve it. Empowering & Developing People – A leader’s legacy is measured by the success of their team. Investing in employee growth through coaching, mentoring, and training ensures long-term organizational strength. Accountability & Ownership Mindset – Strong leaders set clear expectations and create a culture where ...

The Laboratory

Search This Blog