Thank you for taking the time to comment here. Glad to hear that you find this eye-opening.
With respect to employee engagement, one of the biggest difference is the type of behavior we need to drive is typically much more complex and motivation alone is usually not enough. We also need to empower employees along the way by education, exploratory learning, etc. So they acquire more skills (abilities) in order to carry out the complex behaviors you want to drive. Remember, you can only drive behaviors reliably when there is a temporal convergence among 3 factors (from the Fogg's Behavior Model 😞
motivation (this post covers the basics)
This is too big of a subject to be address haphazardly here in a reply. But if you are intereted in the basic pinciples, I recommend that you look through my entire series on gamificaton.
And you can always ask me questions in the discussion area of any of my post. I may not respond immediately, but I will always respond.
Hope to see you again on my blog.
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Thank you for coming back and continuing the conversation. And thank you for your regards to my work. I definitely appreciate that.
I believe Fogg has a definition for Trigger. Have you check out his work at Stanford Persuasive Technology Lab. There are a lot of good stuff there. I definitely have learn a lot from him.
I think your definition would work well for people who are motivated by didn't have the ability. But there are a lot of situation where people have the ability but are not motivated. In that case, he is well aware that his ability can satisfy his motivation. Signaling his ability can satisfy his motivation is no use, because he knew it all along that he can (has the ability) perform the action. He simply doesn't have the motivation. So that definition may not be general enough.
Maybe I should say that a trigger is a signal that tells the user to perform the action now. The key is "now." And I must clarify that action is not caused by the triggers alone. You really need a convergence of all three factors. What cause behavior is not trigger. It is a combination of Motivation, Ability and Trigger. Trigger just tell them to do it at the time the trigger was activated.
I apologize if I still didn't make this clear. But when I write about this factor later, I will give more examples. Hopefully things will be clear by then.
Thanks again for digging into this topic. I'm sure there are a lot of people out there who also have the same confusion. I think your question will definitely help clarify them. And I will try hard to keep this in mind when I write my later posts. Stay tuned!
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Glad to see you returning. And thanks for the comment.
There is definitely many context for influence. I will actually go deeper and blog about other context of influence later. But for this discussion, yeah, there is definitely some overlap of the 6 factors I presented in other context of influence. Maybe all the factors are relevant? But I want to test the model with some data before I say for sure.
Yes, information retrieval is key in this information overloaded world. That is why search engines will continue to be in business. And in that context, time is less relevant. Content and the searchabilty of the tweet itself (the precise terms used in the tweet) is probably most important.
But relative values of ties strength are usually pretty difficult to quantify, specially for business. Because both weak ties and strong ties have their values in different situation. We almost need a complete picture of what will happen in the future in order to accurately quantify their value. That being said, value and ROI computation is definitely very important and can be use to gauge marketing effort. But there is already the framework based on customer lifetime value (CLV) for doing this. However, we can probably extend it to include the value of tie-strength in the CLV calculation. This is definitely a very intesting topic. I willl think about it more and maybe write more about it.
Thank again for the comment and see you next time.
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