Learning & Motivation
I received this e-mail from Gary Salton at iOpt, and the research he cites is compelling.
"The research uses data from 184 learners participating in 5 classes conducted in Texas, Arizona and North Carolina. The research revealed two different kinds of motivation. One is between 3 and 6 times more powerful than the other and they respond to totally different kinds of initiatives and interventions.
[We] also applied the above motivation research to the Kolb Learning Model.
It shows a way of calculating the optimal allocation of learning strategies for any particular class. It shows that strategies that ignore motivation and those that incorporate it will yield significantly different results both practically and statistically."
You can read the full study on Gary's Google blog at http://garysalton.blogspot.com/2007/08/adding-motivation-to-kolb-learning.html . You can also see it at his website at http://www.oeinstitute.org/ under Recent Publications.
"The research uses data from 184 learners participating in 5 classes conducted in Texas, Arizona and North Carolina. The research revealed two different kinds of motivation. One is between 3 and 6 times more powerful than the other and they respond to totally different kinds of initiatives and interventions.
[We] also applied the above motivation research to the Kolb Learning Model.
It shows a way of calculating the optimal allocation of learning strategies for any particular class. It shows that strategies that ignore motivation and those that incorporate it will yield significantly different results both practically and statistically."
You can read the full study on Gary's Google blog at http://garysalton.blogspot.com/2007/08/adding-motivation-to-kolb-learning.html . You can also see it at his website at http://www.oeinstitute.org/ under Recent Publications.
Labels: Kolb, learning, motivation
posted by mick yates @ 6:23 PM permalink
1 Comments:
At 2:37 AM,
Shaun Killian said…
Great Site Mick.
The idea of motivation being a key variable in the impact of leader development is a good example of all not having equal 'development potential'.
Some other research shows other key factors in a leaders level of learn-ability are personality based attributes - particularly 'openess to experience', 'internal locus of control' and 'high self monitoring'.
I am in the early stages of developing a non-commercial, reseach-based site on leadership development http://www.learning-to-lead.org and would love your feedback.
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