We shared a lot of great content during our webinar on December 17, 2015. To further highlight How Gaming Elements Engage Your Learners and Boost Compliance, Miguel Mojado – Relias Site Administrator...Read More
We all have goals.
Maybe they’re short-term ones: “I want to be able to perform this task in my job.” Others may be a bit bigger picture: “I want to be a director in the next 7-10 years.” Whichever they are, setting and meeting goals are the stepping stones we take in the process of learning.
As mentioned in our previous post, goals can be a key motivator for staff to complete training. If a lesson taught or specific course can get them one step closer to their aspirations–you better believe he or she will want to take full advantage of it.
But here’s the thing about goals: We all set them with the hopes of accomplishing them. But how often do these aspirations become a reality? 50% of the time? Maybe more? Maybe less? If there isn’t a clear path to achieving goals, it’s less likely they will ever be fulfilled.
If you are a manager in some capacity, there is responsibility to help brush the leaves off that path for your staff. By helping your staff members achieve their goals, you create a positive environment where staff are more willing to go the extra mile. And when staff are motivated to do more in the workplace, it trickles up to better outcomes for the entire organization.
I want to use our course, “Boundaries and Dual Relationships,” to show the practical application of goals in training.
In this course, you’ll see that three learning objectives are clearly outlined right on the third slide:
This not only sets an expectation of what the course is about, but also gives the learner benchmarks he or she can use to determine whether they received the education they should have.
This is an example of developing short-term goals for staff to achieve. The course creates the goal of “I want to know everything I need to about the various forms of dual relationships.” And the course itself then reinforces that goal.
Using training and courses help staff create a path in which they are constantly setting and accomplishing goals. The goals foundational in each course will act as building blocks towards a longer-term, “big picture” goal.
Goal-oriented learning, an adult learning principle, is one of six that we highlight in the training we build for healthcare, support, and public service staff.
Visit this page to learn more about the other adult learning principles Relias Learning is using in their courses.
Posts By Topic
- Abuse (5)
- Addiction (7)
- Alzheimer's (3)
- CMS (5)
- Direct Support Professionals (7)
- Employee Burnout (4)
- Fatal Four (4)
- Gamification (4)
- Hiring Solutions (2)
- Impact Nation (3)
- Industry (359)
- ABA and Autism (66)
- Acute Care (42)
- Assisted Living & Senior Care (4)
- Behavioral Health (16)
- Children, Youth & Families (11)
- Community Health (9)
- Corrections (2)
- Health and Human Services (96)
- Home Health (11)
- Hospice & Palliative Care (8)
- Intellectual and Developmental Disabilities (51)
- Law Enforcement (2)
- Payers & Health Plans (10)
- Post-Acute Care (117)
- Skilled Nursing & Long Term Care (11)
- Special Education & Schools (3)
- Leadership Development (8)
- Mental Health (11)
- Mobile Learning (7)
- National Council for Behavioral Health (1)
- Opioid Abuse (14)
- Performance Improvement (29)
- Product (62)
- QAPI (5)
- Relias News (5)
- Retaining Staff (2)
- Solution (73)
- Change Management (2)
- Compliance Training (5)
- Employee Engagement (7)
- Hiring, Onboarding & Retention (19)
- Integrated Care (5)
- Population Health Management (2)
- Preventing Rehospitalizations (8)
- Risk Mitigation (1)
- Skills Development (2)
- Suicide Prevention (7)
- Transitions of Care (2)
- Trauma-Informed Care (5)
- Value Based Payment (1)
- Valued Based Performance Management (2)
- Workplace Violence Solutions (7)
- Staff Development (10)
- Staff Training (10)
- Workforce Development (30)