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7 © 2021 Lighthouse Research & Advisory. Rethinking 3 Key Ideas for Greater Learning Outcomes: Content, Skills, and Perspectives For years, my wife ran a program in her classroom where children who read their books were able to receive a free lunch reward from us. It was never mandatory, but we saw an interesting occurrence: • When we provided awards at the end of the semester to those eligible, we always had a handful of recipients. • When we gave awards the same week the children met their reading goals, we saw much higher par cipa on in the program. This makes sense to us logically: when humans can see the reward for a behavior, they want to achieve that same reward. However, we don't always think about how to drive those rewards or outcomes strategically. Humans are curious creatures, but some of the basic principles of decision-making and behavioral science can help us to drive those behaviors we're looking for. For example, learning has its own rewards as well. And these outcomes can be used to engage, Learning Outcomes for Self-Directed and Company-Directed Consumption encourage, and energize learners and their peers. Some of those rewards include: • Engagement for the learner • Performance for the learner • Performance for the organiza on "We have seen tangible increases in employee output, production, and behavior modification, which are metrics for ROI." Robin Funk, Deputy HR Director, Comptroller of Maryland But there's a problem. One of the common dichotomies in learning is between learner- directed or company-directed experiences. If I asked you right now which one of these was more likely to create higher learner engagement, you'd probably say the learner- directed experience. That's what hundreds of your peers said when given the choice during the study.

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