How To Apply The FEASP Model In Online Training
Hermann Astleitner is the founder of the the FEASP approach [1], which suggests that there are 5 emotional conditions that every eLearning professional should consider when designing online training courses. According to this model, fear, envy, anger, sympathy, and pleasure are the cornerstones of effective Instructional Design. They must all remain in careful balance in order to create supportive and meaningful online training courses. Here are 5 basic principles to follow when using the FEASP model in your online training course.
1. Minimize Fear
Fear is one of the most destructive emotions in online training. It is often associated with feelings of insecurity or self-doubt. For instance, an employee is unsure of whether they can successfully complete the online training activity. Therefore, eLearning professionals should strive to minimize fear by motivating and inspiring corporate learners.
a. Clarify Expectations In Advance
Employees are less likely to experience fear if they know what's in store. Be clear about how you expect them to participate in the online training activity and what they must accomplish. That way there aren't any surprises to throw them off course.
b. Create An Online Training Overview
Create a clickable eLearning course map and summary that outlines every step of the way. Employees can use these resources to access various parts of the online training course and track their progress, as well as choose the next online training activity or module that will help achieve their goals.
c. Offer Support Online Training Resources
Start a social media group or online forum where employees can ask questions and alleviate their worries. For example, they can enlist the help of their remote co-workers to overcome a work-related challenge.
2. Reduce Envy
The "green-eyed monster" has the power to turn friendly competition into all-out war. Envy is ultimately rooted in fear. Employees are afraid of losing their status or not being able to live up to organizational expectations. To counteract this emotion, eLearning professionals must empower employees to feel confident and self-assured.
a. Incorporate Group Collaboration Online Training Activities
Sometimes envy springs up from misunderstandings or inaccurate assumptions. Employees may think that they know their peers. However, they learn to see things from a new point of view through group collaboration online training activities. For example, they can explore the backgrounds and experiences of their co-workers, which allows them to relate on a deeper level.
b. Ask Employees To Evaluate Their Own Strengths
Employees should have the opportunity to identify their own strong suits. Thereby, eliminating the need to envy their peers, as they have their own talents and skills to focus on.
3. Decrease Anger
Anger is a powerful emotion that can be all-encompassing, if left unchecked. It can also be contagious, which is why it's essential to quell anger and resentment by creating a calm and positive online training culture.
a. Give Employees Time To Reflect And Unwind
Heavy workloads and busy schedules can leave employees feeling overworked and stressed. But you can give them the chance to unwind and reflect on their feelings with frequent training breaks. Incorporate mini-breaks after each online training activity to allow employees to take a deep breath and relax.
b. Encourage Employees To Voice Their Opinions In A Productive Way
Anger makes people say things they don't necessarily mean. You can encourage employees to be respectful and cool-headed through online discussions. Ask them to share their thoughts and opinions in a productive way that honors the perspectives of others, instead of lashing out in the heat of the moment.
4. Encourage Sympathy
Sympathy encompasses a variety of emotions and traits. Namely, empathy and compassion. Employees must be able to relate to their peers and respect the viewpoints of others, as well as work together to solve common problems without letting differences get in the way.
a. Create Interpersonal Skill Simulations
One of the best ways to promote sympathy is to let employees live it. Create online training simulations or branching scenarios that focus on interpersonal skills, such as conflict resolution, active listening, or open communication. Give them the ability to sympathize with the characters to achieve favorable outcomes.
b. Develop A Mentorship Online Training Program
Mentorship online training programs facilitate information exchange and help employees relate with one another. They have the opportunity to share their past experiences and skills for the benefit of their peers. It involves nurturing talents and abilities, so that everyone can be more productive on the job.
5. Increase Pleasure
Pleasure is a blend of happiness, satisfaction, and fulfillment. Employees experience pleasure when they know they've achieved their goals and given it their all. To increase this emotion in online training environments, you must create a connection and lighten the mood when appropriate.
a. Incorporate Humorous Stories And Examples
Humor can raise spirits and create a more positive work environment. For example, funny stories and real world examples convey the core ideas in a fun and engaging way. Thus, employees tie the information to favorable emotions, which improves knowledge retention.
b. Add Game Mechanics To Reward Accomplishments
eLearning badges, levels, and leaderboards give employees a sense of achievement. Thus, making the online training experience more pleasurable and fulfilling, they know that their hard work is going to pay off in the end, which prompts them to actively participate in the online training course and develop the essential skills.
c. Use Social Media To Build Comradery
Social media pages and groups give employees the ability to collaborate with their peers remotely. They can share interesting stories, helpful tips, and carry out virtual brainstorming sessions. This takes care of their need for social interaction, which increases the pleasure.
The FEASP Model allows you to engage your corporate learners and create a meaningful connection. It is a holistic approach that focuses on cognitive functions, as well as emotional well-being. Thus, employees are able to use the online training resources to broaden their skills without negative feelings hindering their progress.
Are you considering other Instuctional Design approaches for your next online training course? Read the article Top 5 Instructional Design Theories For Modern Online Training to discover the top Instructional Design theories for modern online training.
References:
[1] Astleitner Hermann, The FEASP-approach. Instructional Science, Vol. 28, No. 3 (2000), pp. 169-198
