8 CORE LEARNING PRINCIPLES · potential and become your raving-fan members for the long term. This report covers #1 – 8 Core Learning Principles That Make Your Program a Natural

8 CORE LEARNING PRINCIPLES That Make Your

Coaching Program

an Ideal Fit for

Every Learner

Roy Davis Varner ErgonomicLearning.com

ERGONOMIC LEARNING™ Naturally Fit How Each Mind Works

8 CORE

LEARNING PRINCIPLES

That Make Your Coaching Program

an Ideal Fit for Every Learner

Copyright © 2018 Roy Davis Varner EgonomicLearning.com

All Rights Reserved Worldwide Cover photo Copyright © 2010-2018

Roy Davis Varner, AmbientLight.com

This publication may be copied and shared for educational purposes (not for profit) as long as it stays

intact without any changes, additions, or omissions.

VALUE TO YOU FROM THIS REPORT

Embrace all 8 Core Learning Principles as your coaching mindset, and then you can be that rare, elite coach whose program can...

Meet the unique learning needs of every type of person,

Increase behavioral change and mindset transformations,

Attract way more raving fans and their great testimonials,

Improve sales and profit by increased word of mouth, and

Have real peace of mind as you leave nobody behind.

And That’s Just the Beginning of Our Series of Free Information!

ErgonomicLearning.com 8 Core Learning Principles – Page 1

I’m ROY DAVIS VARNER, your coach and

mindset transformation guide with the most

natural and intuitive way for human minds

to embrace change: ErgonomicLearning.com.

AFTER OVER 4 DECADES OF DESIGNING AND

DEVELOPING MAJOR LEARNING SYSTEMS,

including film and video production, for hundreds of thousands of

employees at many Fortune 500 companies, I’ve learned first-hand the

proven strategies and tactics that change human assumptions and behavior.

There are three categories, in order, for these powerful assets:

1 Core Learning Principles that reliably serve as foundation for

creating a flexible environment naturally conducive to full and

satisfying participation by every student, regardless of personality

or learning preferences.

2 Critical Instructional Design Elements that build learning

processes that deliver value and are exceptionally transforming.

3 Direct Coaching Best Practices that expand each student’s

self-confidence, encourage larger comfort zones, overcome

resistance to change, and guide students to live up to their

potential and become your raving-fan members for the long term.

This report covers #1 – 8 Core Learning Principles That Make Your

Program a Natural Fit for Every Student. To get all the benefits listed on

the previous page, YOU MUST EMBRACE ALL EIGHT CORE LEARNING

PRINCIPLES AS PERMANENT ASSUMPTIONS OF YOUR NEW MINDSET.

You will then be empowered to create and maintain the most flexible,

adaptable learning environment and experience that will stand out and thrive

in a marketplace of coaching programs without such a powerful foundation.

ARE YOU WILLING TO MOVE ON PAST YOUR OWN RESISTANCE TO

CHANGE AND EMBRACE THESE PRINCIPLES? If so, your program will be

among the truly rare transformational machines that can consistenly change

minds and transform lives!

Enjoy my report – and let me know your feedback!


Reality Check:

Why do so many people

pay so much money

for online coaching

but don’t finish studies,

nor even use the new

methods in their lives?

“INERTIA” is the tendency to maintain the status quo...

to do the same things over and over again...

and to do nothing at all in the face of change.

That powerful force...

Exists because the human mind is instinctively programmed to be on the

alert for danger, or for any possibility of change that might upset the

status quo of its established comfort zone;

Makes humans therefore naturally skeptical of anything new, of change

itself, and of any situation or so-called “opportunity” that could force them out of

that unstressed zone of feelings; and

Predisposes us all to hang onto our current assumptions and attitudes

about the world around us, even when faced with the clear and compelling

logic of facts – and long-sought benefits; and

Is a scary threat to our “comfort zone” and triggers a “fight-or-flight”

reaction in most of us.

The result is that even though you paid many thousands of dollars for your new,

mostly self-study programs to help you become financially independent, your desire for

possible but not guaranteed satisfaction is weaker than your need to avoid a pain –

i.e., having to change – so you put off until another day that uncomfortable chore.

That’s why as many as 4 out of 5 people who pay for

online, mostly self-paced coaching programs never

finish them, or finish but never actually adopt a more productive mindset

– instead, they just revert to programming and return to their old ways.

ASK YOURSELF:

When was the last time YOU got a mindset transformation simply from

being exposed to information in a book, PowerPoint presentation, a class

lecture,or a talking-face video?


HOW DO NORMAL PEOPLE REACT TO CHANGE IN TYPICAL ONLINE COACHING PROGRAMS?

MOST are overwhelmed by the staggering amount of new systems

and technical procedures to learn. When the brain is overwhelmed

then Analysis Paralysis sets in – and the brain chooses to do nothing.

MANY fully intend to “launch” the new way but never quite “get it.”

No mindset transfer (no Vulcan mind meld) from their guru’s videos or

weekly “coaching” calls. Maybe one day it’ll just happen...

SOME manage a scary, uncertain launch of their copycat-formatted,

mostly self-study program...then hearts sink when results are in.

Some get past the harsh reality and frustration, persevering to financial

success. Others fall back to regroup and figure out what to do now.

Meanwhile only a very few self-starters actually launch

and joint-venture their way to financial independence

with a large following of raving fans. If they took a

candid look, however, at the real transformation rates of

their programs, many would see the same pattern of a

HUGE percentage of paying clients with nothing much to

show for the cost and time.

Even some famous coaches have confided to friends and associates their personal

frustration over why so many of their followers never “get it” nor ever come close to

fulfilling their personal or financial dreams.

WHY SO FEW TRANSFORMATIONS? Because the very systems themselves –

the business models for their programs – lack a core foundation of learning

principles. They do not handle resistance to change (#1 challenge to coaches

and most common missing element in most programs) and are therefore

NOT CAPABLE of transforming a high percentage of lives, much less retaining a

high percentage of graduating clients in their “tribe” membership programs.

When students copy their gurus’ role-model structure and methods, they also replicate

their unsatisfying results as well.

WANT YOUR PROGRAM TO BE YOUR STUDENTS’ GREAT LIFE CHANGER?

Then adopt these eight core learning principles as your new assumptions

for everything you create and do for your program and your students.


8 CORE LEARNING PRINCIPLES for Your New Mindset

1 EXPOSURE IS NOT LEARNING

Watching a talking-face video...trying to take

in all the details of an overloaded PowerPoint

presentation...reading printed copy...watching

a “coaching” webinar not directly interacting

with individuals...these activities are simply

exposure to new information and ideas.

While we definitely need information input to

give perspective and a factual foundation for moving forward, such exposure

is only the raw input to the learning process and not actual learning.

Unless you’re eidetic (you can remember everything you ever experienced),

ask yourself: how many classes have I sat through at school, in business

meetings, etc., only to forget almost all of what I saw and heard and then

return to my old modes of thinking and behaving? Don’t settle just for

exposure in your program. There is so much more to learning!

2 LEARNING OCCURS ONLY WHEN YOU PERMANENTLY ADOPT NEW THINKING & BEHAVIOR AS YOURS

There is no learning without change of thinking and behavior.

You can’t achieve a much higher level of performance, success, or fame

if you think and act the same old way that got you where you are today.

“The definition of insanity is doing the same thing

over and over again, but expecting different results.”

-- attributed to Albert Einstein

Only a very few self-starters can run with just

exposure and make something of it, because

they already have changed their mindsets to a

“make-it-happen” expectation that they can

achieve anything they want to do in life. They

have given themselves permission to change by

embracing new ideas. Everyone else has to go

through a mental change process, which

takes time and practice, and a whole lot more

than just new information and ideas.

Only when you personally decide to embrace the assumptions and

attitudes of a much higher way of thinking and acting – and then live

that way until its your permanent psyche -- have you experienced

real learning. Make your program full of real learning experiences.


Myth Busting Continued...

3 EACH PERSONALITY TYPE REACTS DIFFERENTLY TO NEW INFORMATION

You’ve probably heard of Meyers-Briggs and other

programs that analyze aspects of your personality,

aptitudes, interests, and your own learning styles.

The point is that a person who is action-oriented,

for example, wants to act and try something new,

while an introspective person is more comfortable

thinking things through carefully before acting.

Each personality type reacts differently to input.

Accommodate each type in your materials.

4 DIFFERENT MINDS PREFER DIFFERENT WAYS TO GATHER NEW INFORMATION

Some people prefer visual input, such as a

colorful diagram that shows how a system

works. Some like to watch video for the extra

attention and also retention of both seeing and

hearing. Others prefer words on a screen to

read, or things to print so they can mark

them up and work with them. Others are more

hearing oriented, preferring all audio books

(and their imagination to supply the visuals)

and audio files to listen to while commuting or

doing other things. Still others learn only by

hands-on doing and feedback. Most of us

favor one form but often prefer at least two

forms of information gathering. Your program

needs to offer your material in different forms

so you make it as easy and enjoyable as possible for all of your

students to engage positively in the learning process in a way most

natural for them.

For example, for each video, offer a transcript and an audio file.

Survey each incoming student to gather his/her preferences and you’ll know

exactly what to offer each group at every step along the way.

Provide your materials in all formats to accomodate every learner.



5 THE HUMAN MIND LIKES TO GATHER INFORMATION IN A CERTAIN SEQUENCE Learn the human mind’s natural thought sequence

to try to make sense of each new input. Follow it in

everything you do in your learning program, from

simple sentence structure to the order of activities.

This natural sequence for seeking information first

demands to see relevance (why is it important to

me?)...clearly stating your main message in each

activity...logically laying out the key supporting

details...posing your inescapable conclusions...

and calling for the most natural actions to take

as a result of your compelling communication.

Follow the natural sequence in your program.

6 PEOPLE CONSIDER THEMSELVES LOGICAL BUT THEIR DECISIONS ARE EMOTIONAL

Even the semingly most logical and

Data-like being around is still driven

by right-brain, creative, emotional

needs and related decision making.

You may study a new car’s statistics and

debate prices with that salesman, but

then you’ll choose your brand, model,

color, and accessories based primarily

on feelings and emotional needs.

Most tend to favor either the

left or right brain, though we

all can use both sides at

different times. Get to know

the signals from your students

so you can appeal to their real

thought processes...help them

switch to best assumptions,

better behavior patterns...

and help them overcome

resistance to change in your

own program with this clear

understanding.



7 QUALITY IS THE KEY, NOT QUANTITY

A typical “coaching” program has perhaps 10-20 hours

or more of video exposure to information and ideas.

Experienced video script writers know that a well-

written and edited 8-minute video that constantly

shows what the learner wants to be seeing can

result in greater impact and retention than the typical

hour-long video with only a face to look at.

Same net information, but a lot less of your time.

Who has all that spare time in life for such

marathon viewing sessions to gather key info?

The same quality-vs-quantity rule applies to

printed materials – PDFs, job aids/tools, etc. –

packed tight and full of goodies!

So let’s focus on always delivering net value for learners’ needs through the

net quality of your learning experience, not quantity of materials.

8 REAL COACHING MEANS DIRECTLY GUIDING THE LEARNING PROCESS

COACHING IS NOT...

A talking face on video

A talking face or voice on a online webinar

(even answering remotely submitted questions)

Appearance on a “coaching” session online

to answer submitted questions.

Any other impersonal communication.

That’s all just part of EXPOSURE of information and passive reception by

learners – certainly important input to learning, but not the learning-change

process you now understand is then needed to embrace a new mindset.

REAL COACHING IS...

Direct interaction

Direct evaluation and feedback

Direct support of the process of using job aids and tools

Direct step-by-step guidance and encouragement

Being the accessible guru

Make your program real coaching!!! (More in Part 3 of this series)


TO SUMMARIZE PART 1:

The inertia of the mind’s desire to keep the status quo and stay in its

comfort zone keeps most people from truly learning new ideas or changing

assumptions and mindsets. Resistance to change is Public Enemy #1!

Perhaps 4 out of 5 people who buy expensive online “coaching” programs

never finish them, or never launch or benefit in a major way.

Exposure is not learning...it’s step 1, but not itself an agent of major

change. Learning is when you permanentaly adopt new thinking and

behavior, and that typically requires a guided process of practicing new

skills until they become natural to you.

Each person reacts differently to new information and prefers to gather it

in a unique, egocentric way – and in a certain sequence.

People may think they always use just logic for decision making, but in truth

most decide emotionally with the right side of their brain.

Quality is vastly more important than quantity in learning programs.

Quality means a sound instructional design, including short segments and

scripted/storyboarded videos, plus regular direct time with a coach.

Coaching is not just exposure to what a coach says – it requires direct

interaction, evaluation, feedback, encouragement and support over

time to help learners grow their skills and self-confidence step by step.

WHAT’S AHEAD IN PART 2

IN THE SECOND FREE REPORT OF OUR ERGONOMIC LEARNING SERIES –

“8 CRITICAL DESIGN ELEMENTS TO MEET YOUR STUDENTS’ NEEDS” -

you’ll discover a time-tested system for integrating all eight of these vital

learning principles into your own program based on...

Proven and necessary steps in the building-block process of

professional instructional design;

Unique and indispensible role of each key step in the ultimate

success of that entire learning process; and

Standards for making each key element work for your program.

Watch for an email with a link to your free second topic.

See you then!

Documents

8 CORE LEARNING PRINCIPLES · potential and become your raving-fan members for the long term. This report covers #1 – 8 Core Learning Principles That Make Your Program a Natural