Page 386 - The Creative Training Idea Book Inspired Tips and Techniques for Engaging and Effective Learning

lucas chap 10 11/20/02 1:11 PM Page 375
Celebrating Successes 375
name of the second member of the group who comes up and voluntarily introduces
himself or herself. During your opening remarks and participant introductions,
explain the “mystery learner” process and ask the selected person to do a self-
introduction and to identify the second person whom they met. Give both learners
a round of applause and a small prize. The purpose of the process is to encourage
people to communicate and network, and to get them thinking that through
involvement comes tangible and intangible reward.

Good words are worth much, and cost little.
—George Herbert
English clergyman and poet

Extrinsic Rewards from Training
Participants who prefer tangible rewards or incentives for their efforts are said to be
extrinsically motivated. These learners often thrive in environments in which competi-
tion and effort lead to receipt of rewards. They enjoy receiving money, prizes, gift cer-
tificates, ribbons, buttons, and other physical forms of recognition that have value for
their performance. Such people often have shelves or walls in their offices or workspaces
where they proudly display certificates, diplomas, trophies, or other performance recog-
nition memorabilia. They also have small toys, buttons, and other mementos received
in training programs, on their desks, computer monitors, bookcases, or hanging from
the walls. You may know the type. They are the ones who have their nametags from all
the conferences they have attended each year displayed on their cubicle walls. These
nametags are a great conversation starter when others visit their office and serve to remind
the person what he or she has accomplished in attending the conferences.
Tapping the motivation of these extrinsically driven learners can often be accom-
plished by setting up games, competitions, or activities. You can reward the learners for
their successful performance and participation in any number of ways. In addition, when-
ever participants answer a question, offer a creative idea, volunteer to lead or scribe in
a group, arrive on time, or assist in any way, you can reward their behavior. Even if they
are randomly selected using the techniques outlined in this book, you may want to
reward them to encourage further involvement by them and others.

Types of Extrinsic Rewards

Here are some examples of rewards sometimes used in training programs.

Stickers

Use stickers in various shapes (e.g., stars, animals, or smile faces) placed on name tents
to reward behavior or activity.