The feeling we’re chasing, the feeling that turns us on here at Circles Global Enterprises, is the feeling when someone gets excited by learning.
Learning rarely happens quickly or the way we want it to. There are several reasons for this. Sometimes we mistake passively imbibing and understanding information for actually actively learning it. When we do this, and the test comes or the business challenge arises, we’re frustrated because the skills and knowledge we invested so much time and money in didn’t end up actually helping us. Sometimes we go through weeks of practice or a class and we can’t always tell if we’ve gotten better at something. When this happens we’re annoyed at the course, the instructors, and ourselves.
We’re change-averse. Change is creepy to most grown-ups. And we’re so beaten down by failed school or training that we don’t trust the outcomes. The math is too crazy to contemplate: if I got 10% better at my job, would I make 10% more money? Nah. And there’s so much to learn, boy, where would one begin?
As a result, it is super-hard to get someone to make and keep a commitment to a learning program. And super-hard to get them to stick to it. Almost every program I’ve been involved with begins with a certain amount of whining and drop-off.
The bad news is that this is a big challenge for Circles. The good news is that solving this problem – igniting learners and keeping them lit up – is aligned with our mission and business model.
So I’ve collected a number of principles that will help design ignition into our experience.
And a more nuts and bolts view of how we might apply these ideas:
Share your comments and feedback over on this blog post.
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