Here's how you can effectively motivate and engage team members in a digital learning setting.

1. Firstly, individual goal setting should be aligned with team's overall objectives. 2. Make your goals SMART(Specific, Measurable, Achievable, Relevant & Time bound). 3. Keep in mind the individual strengths & weaknesses and if possible offer personalized learning patterns. 4. Consider using friendly leaderboards to create a fun, competitive atmosphere.

Encourage open communication and feedback, valuing diverse perspectives and ideas. Provide opportunities for professional development and skill enhancement through training and mentorship. Recognize and celebrate achievements and milestones publicly to reinforce positive behavior. Foster a supportive environment where team members feel valued, empowered, and invested in the project's success. By prioritizing motivation and engagement, teams can collaborate effectively and achieve shared digital learning goals.

Connection: What will make the learning relevant to the learner? What will show the learner that this time is worthwhile and valuable? Crafting Strong Objectives: When designing learning experiences, how do you ensure that your objectives are not just bullet points on a syllabus, but guides that lead learners to meaningful outcomes? Understanding WIFM (What's In It For Me): The infamous WIFM – often misunderstood but oh-so-important. How do you uncover what truly motivates your learners? Authenticity: Let's be honest - we know when it's real and the instructor cares. In our AI world, it is tempting to go generic - but be authentic and take it the extra step.

Letting the learner know what the training will do to benefit them in their career. Identifying with the learner, maybe have them enter their name and have the training customized to them and their job.

Absolutely! What has always worked for me is communicating the team goal clearly. This helps the team members break down the team objective into small achievable goals using the SMART framework. It is always beneficial to follow ‘We do’ model before jumping onto ‘I do’.

Learning is a complex process. Every learner is different, and how they learn can be affected by various factors such as their previous skills and knowledge. When we try to learn something new, our brain uses the information available in long-term memory (information we have learned previously) and builds new information on top of this. Because of this, it is essential to know the existing digital literacy level of individual team members to design personalised learning for them. When the learning process and content are designed by focusing on the learner's needs, the learning experience becomes enjoyable rather than a burden. This will develop the motivation and interest of team members to engage in digital learning.

Definitely, I feel collaboration allows people to work more stress free as it doesn't challenge their potential, together they can contribute better to resolve technical issues and learn faster from each other.It adds to the self esteem of each member, infusing in them the confidence that they have the potential to do the task and take up it's challenges. I think working collaboratively on digital platforms definitely helps in overcoming the technical struggles more effectively as it smoothens areas of individual inhibition.

ASK what your audience would find most useful, from content to experience to duration. If possible, do focus groups and/or 1:1 interviews with a variety of personas to brainstorm and offer potential scenarios and solutions for feedback. Including employees in the process, and continuously validating through multiple sources of data, will help you stay ahead of both individual and organizational needs.

One should use different learning styles with videos, articles or quizzes. Use tests/assessments to personalize learning paths and close skill gaps. Making the learning & schedule flexible will keep them motivated to do it at their terms. If possible, give them choice to explore topics that interests them. and do regular checks for on track performance.

Every learner is looking for an experience that is personalised for them. But what does this really mean? Everyone's idea about a Personlised learning journey is unique just as enjoys learning is unique. It all eventually comes down to how the organisation or institution executes personalised learning. As a learner we are looking for the delivery and types of content to be tailored to where we are in our overall learning progress. The content and delivery should match our understanding and support us to reach our full potential. Tracking learner progress and fostering learner outcome should be the priority for every organisation or institution offering learning of any kind

I don't know about you but I always leaner better by doing. Just being put in front of a block of text or having someone talk to me for hours, especially online, often causes me to miss more of what the course is trying to teach me. Interactive content not only helping to engage the learner more, it also allows for the learner and teacher to understand the progress they are making. Interactive content allows formative assessment to be seamlessly added into a learner's journey without disrupting the flow. It gives the learner an opportunity to evaluate and test their knowledge and provides the teacher the opportunity to see their progress.

Sending participants tangible learning resources, such as relevant resources, workbooks, hand outs and things that they can use along side digital more will further enhance their learning experience.

It is all about active engagement. Digital tools enable active participation. I’ve seen more engagement in a professional development session when opportunities are given to participate in quizzes , discussion forums etc. This also becomes a quick feedback and assessment tool to check the understanding.

Feedback accelerates growth but often we shy away from giving feedback because we worry about how the person on the other end will receive it. Training and practicing how to give feedback and how to receive feedback is essential and should be a training module itself.

I would rather call it Feedforward! Giving a constructive feedback along with suggestions and ways to improve is necessary. Along with this, how feedback is taken by the team impacts the overall growth.

The 3 F's: Feedback: Don't let them learn in a void! Timely, targeted feedback keeps them on track and motivated. Focus: Forget one-size-fits-all. Cater to different styles with bite-sized content and personalized learning paths. Fun: Make it engaging! Short, interactive sessions and a touch of healthy competition can keep them coming back for more. Small Wins = Big Motivation

In addition to traditional methods like group projects and peer reviews, I also facilitate vivid experience presentations where trainees engage in immersive activities, such as interactive case studies, or live demonstrations. These sessions provide hands-on opportunities for trainees to delve deeply into specific topics, explore emerging trends, and share their expertise in an interactive setting. By creating a dynamic learning environment where team members can actively participate and contribute, these sessions not only enhance knowledge retention but also foster a sense of camaraderie and mutual learning.

1.Create online discussion forums where team members can share ideas, ask questions, and support each other. 2.Encourage knowledge sharing and peer-to-peer learning through forums or group projects. 3. Conduct live Q&A sessions with instructors or subject matter experts. 4. Establish ground rules for respectful communication and online behavior. One can transform their team from isolated learners to a connected and engaged group.

In addition to facilitating collaboration, when team members know that they can actually rely on one another to get the work done it promotes a healthy working environment. By collaboration each member in the team learns something new, and if your team is not learning from one another it’s actually dying.

Drop out rates continue to be high for a number of universities that I work with, especially around their online learning. A high proportion of these drop out rates could have been avoided if engagement and tracking was easier. I am not saying that these institutions don't want to tracking and monitor their students progress, it is often just impossible for them to see the data. Without improvement from some platforms being used by universities on tracking students engagement rates as well as their ongoing progress universities will continue to struggle to engage more with their online students. And let's not forget this is now the fastest growing type of student that universities are recruiting

1.Include personalized dashboards to track individual and team learning goals. 2. Schedule check-ins to discuss progress and address challenges. 3. Incorporate self-assessment tools to track their own progress and areas of improvement. 4. Use progress data to identify areas where the learning program might need adjustments.

Put on a show. Show excitement and break the virtual walls. Stand up to deliver. You'll be surprised how much difference there is to sitting and standing. Energy goes up, personal expression is easier and provide a freedom that you'd also have in the real world. We can't break the 4 wall (in person) but we can mimic what we do in person using tools and practicing how to introduce collaboration and engagement. This then prevents the online delivery becoming a 1-way lecture. Simply deliver what you'd want to receive.