Learning leads to behavior change. At this time, this is the objective. Wanting to change our behavior isn’t enough. Ask anyone whose New Year’s resolutions to exercise more or lower the amount of sugar or alcohol or meat in their diet were divided before the end of January. Making ourselves accountable by submitting about our advancement only goes so far — a few days and sharing our resolutions? Weekly? Even though “we think we control our conscious learning choice,” researcher Richard Clark wrote, “in reality, the majority of mental operations are highly automated, such as problem-solving and learning.”
Behavior And Decision-Making Are Automatic
People like to think that we’re in charge of our choices and actions. We’re aware of the behaviors that result; therefore, we are apt to assume that most of our behavior falls into that category. We think that if we set a goal that is conscious for ourselves like losing weight, we make and can deploy our will power. But much of what we do is determined within our subconscious thoughts; we are unaware of how or why we do what we do when we think we’re. Author Wendy Wood found that much of our behavior–43 percent — is now automatic. That the behavior change that corporate coaching goals for is so hard to attain. Many employees aren’t motivated to make changes. Even for will power isn’t enough. But, in a dialogue with Shankar Vedantam on NPR’s “Hidden Brain,” Wood has given a glimmer of hope: friction.
Friction Is Tricky
According to Wood, increasing conflict can make people stop doing something or do things differently. The converse is also true: to develop good habits, it’s not necessary to resist temptations and build will power. What functions are removing friction and placing behavior on autopilot. “Habit isn’t necessarily the easiest thing or the low-effort thing to do. Instead, it’s what you do this; you fall back,” Wood told Vedantam. They are essentially turned by automating new desired behaviors into positive habits. And, if there is a habit you want people to think harder about what they are doing or you’re trying to break, the key is adding friction–proceeding decision off of autopilot. The increased consciousness makes it possible for us to consider what we’re doing and make conscious decisions.
Friction And Learning
The connection between learning and friction is powerful for training developers. Creating new habits by changing behavior–getting people to do something automatically, whether it’s washing their hands before meeting a patient, donning a hard hat before going into the construction zone, or greeting each customer with a smile and a welcoming term –is the ultimate aim of training. Training that is frequently is a habit Instructional Designers would love to build in their learners. To help learners develop good habits instructional Designers will need to eliminate friction. But they might need to increase friction to reduce undesirable behaviors. Adding friction makes people think.
Ideally, training could be frictionless. Yet some conventional approaches to practice, like requesting them enroll for and set aside time to finish an eLearning module, or sending people to some workshop, make friction. This training takes people and disrupts their job. They are prevented by making it more difficult for folks to perform their exercise from developing a training habit. Friction can be inadvertently created by the training content as well if learners can not skip over material they already know or if they are required to train. Learners become frustrated and steer clear of coaching.
Transferring learning into the workflow can reduce friction and help automate learning behavior. A few app-based or microlearning workflow learning reduces friction, maintaining sessions focused, and brief. Support products and other education make it get the information they want accessible for learners to discover the content that is right and keeps working with minimal interruption of their workday. Less friction means more time concentrated on training content; this engagement leads to retention.
Increase The Friction For Learning
The content should not, although using and accessing training, ought to be friction-free. Describing a procedure for creating automated behaviors –achieving expert-level operation or developing good habits–eLearning expert Patti Shank clarifies the idea of “overlearning” or practicing before the skill or behavior becomes almost effortless. “The point is that: More effort while learning means less effort while doing,” Shank wrote. By adding friction, once-and-done training is argued against. A single exposure to information or processes is insufficient for deep learning. Instead, learners need practice and exercises which ask them to recall and use information.
Interleaving learning about different, but related, subjects deepen their learning and can add friction by making learners’ work. They’ll be making connections among the disparate pieces of information, which can be emotionally challenging. This encodes the data in the learners’ minds, making it more likely that they will keep what they’ve learned.
Friction can also be added by providing meaningful feedback to learners throughout the learning procedure and enhance outcomes. Critical feedback informs learners why a response is erroneous or correct, helping them process the articles and quickly correct misconceptions before the errors become fixed in their memories. These instructional strategies slow down learners and force them to consider the learning content and their answers.
Whether the objective of the training is to build expertise or to produce mechanical behaviors, making it effortless for learners to engage with learning is the initial step. By making sure that learners can get it, remove friction, and quickly find the relevant information. As soon as you’ve got them participated with a training challenge them to think, question, and stretch their understanding. Adding friction makes learning thoughtful aware, and more likely to stick. And next year, when you’re placing your New Year’s resolutions, forget about will power. Think about where you want to remove or add friction.