Advice

# What's Really Behind Your Team's Need to Learn and Grow?

Ever pondered why some adults eagerly embrace learning opportunities and why others seem to drag their heels? Why is one of your star performers, Jessica, signing up for every workshop and new learning opportunity, while your colleague, Michael – an experienced team member – grumbles about having to attend another mandatory training session? The answer lies in reality of the awesome psychology of adult motivation to learn.

I recall a conversation with Rebecca, a marketing manager with a Brisbane tech Company. She'd been having a hard time getting her team excited about a new digital marketing course. "David," she said, "I'm at a loss. This training could change their entire careers, but half the time they act like I'm asking them to watch paint dry."

That was when I realised we need to dig deeper into what really motivates adults to learn.

## The Adult Learning Revolution

The world is a new place in adult education today. Learning is no more only up to formal studies. Skill development and adaption is a constant of modern day professionals. Looks good, doesn't it? Though there's a problem  adults don't learn the way children do.

I recently advised James, a 45 year old operations manager who had evaded technology training for years. When his Company rolled out new software, he was terrified. But once we linked the training to his own dream of having more quality time with his family (by working more productively), everything was transformed. Suddenly, he wasn't just learning software — he was investing in his life balance.

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## What Really Drives Adult Learners?

### The Power of Internal Motivation

While kids are used to learning what they have to, adults tend to learn what they want to. They yearn to grow, to develop, to experience mastery. There is no barrier preventing us from learning in adulthood so far as I can tell, aside from what we place in our paths. The adults I've seen who are learning are those who have really connected the material to something deeply personal.

Consider Maria, a finance director I coached last year. She was battling an inability to speak in public, but she was desperate to move up into an executive position. When she saw that presenting wasn't only speaking, but was also about getting out there and sharing her knowledge in a way that really made a difference, everything changed.

### The Three Pillars of Motivation

The studies teach us that adult learning flourishes when three basic essentials are in place:

**Autonomy** – They seek control over their learning paths

**Ability** - They must know that they are equipped to win

**Relatedness** – They want to belong and connect with others on similar journeys

I witnessed this principle beautifully demonstrated in action when I was working with a group of team members in a Gold Coast manufacturing Company. Rather than trying to cram everyone through a single training program, we allowed team members to select their own skill development pathways according to their career objectives. The results were extraordinary  engagement went up 70%.

### The Balance Between Internal and External Motivation

Here's where it gets interesting. For adults, the most powerful sources of motivation are internal, although external motivators do matter. It's a matter of striking the right balance.

I used to work with David (yes, another David!) who was there only because his boss had made him go. At first, he was there in body only. But when we supported him to see how the skills would enable him to support his team more effectively during a challenging restructure, his external obligation became internal motivation.

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### When External Rewards Increase the Workload

Far too many companies get caught relying on certificates, or bonuses, or a promotion to drive learning. They can provide a flash of support, but they are not likely to fuel long term commitment. Take the reward away and the motivation vanishes.

## Setting the Stage for Success

### The Magic of SMART Goals

One of the most creative and empowering tools that I share with adult learners is the process of setting a "SMART" goal: So when Lisa, a Sydney based project manager, said she wanted to "get better at communication," we honed that down: "Deliver confident, engaging presentations to stakeholders within six months."

The transformation was incredible. Transforming her vague and seemingly unreachable dream into a specific, measurable goal had really boosted her motivation.

### Building Unshakeable Self Belief

Self efficacy / belief in ability, to succeed is key for adult learners. Too many talented people have either placed limitations upon themselves or have been held back by an outdated belief that they can't learn new things.

When I encountered Peter, a war weary sales manager who feared all things digital, we began with baby steps. He began by learning the basics of how to send an email. Then social media. His confidence grew with each small victory. But within three months, he was the head of his team's digital transformation effort.

## Creating the Right Environment

### The Power of Community

Adults don't learn in isolation. They do well when they feel that they are part of a supportive community. I always recommend that organisations develop learning cohorts where they can share and support one another.

At one Melbourne consulting firm, we created "learning circles" in which members met once a month to talk about their progress and what obstacles they had encountered. They supported and held each other accountable, and individual stories of "lone heroes" gave way to tales of collective triumphs.

### Cultural Sensitivity Matters

The multiculturality of the Australian job force should make us aware of how motivation can be culturally framed. Some students flourish in competitive settings while others come alive in cooperative structures. It takes time for me to get to know this with every team I join.

## Personalising the Learning Journey

### One Size Doesn't Fit All

The best adult learning programs I've come across acknowledge that everyone has different experiences, goals and learning preferences. When we were working with a mining Company in Perth, we provided the same safety training through three different means  online modules, face to face training and peer mentoring. Engagement rates jumped dramatically.

### Active Participation is Key

Adults should be actively involved, not just passive recipients. They have a tremendous amount of experience to use, not disregard. Some of the most beautiful learning experiences I've observed are when participants share their stories and struggles too.

### The Feedback Loop

**Recognition That Matters**

Purposeful feedback and acknowledgement drive adult motivation. But it's not just generic praise. Adults seek meaningful and specific feedback that will help them improve and praise that appreciates their effort and progress.

I coached Sandra, an HR manager who was having difficulty with data analysis. Instead of simply saying "good job" when she completed exercises, her manager gave her specific feedback: "You did a great job of interpreting the retention trends, and you've definitely mastered how to use pivot tables." That specificity was everything.

## Looking Forward

Where the latter isn't resulting in success, the former is, and thus is growing importance in the economy of today. Those organisations that intuit these psychological truths will be those that make it.

The wonderful thing about adult learning motivation is that there's nothing mysterious about it. To recognise that adults are whole people with rich pasts, clear futures and desire for growth. Magic happens when we provide environments that nurture their self care and freedom, build their confidence, and link them with other people making similar journeys.

So the next time you're creating training or motivating someone who's learning something new, ask yourself: "am I speaking to the something inside that wants to grow? Am I leaving them control of the journey? Am I helping them understand how this learning connects to their larger goals?"

Don't forget that every time you think you have the adult learner all figured out, including yourself, they'll go and surprise you. It's amazing what you can unlock if you can come up with the right key and then they excel.

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**David Smith is an Australian based Leadership Coach practising in adult learning and development. He's served a few hundred professionals in different industries, helping them unleash their potential with smart learning strategies.**

### Recommended Reading

**Further Resources:**
- [Leadership Skills For Supervisors](https://skillgrid.bigcartel.com/product/leadership-skills-for-supervisors)
- [Business Development Skills](https://bestcoachingsprograms.mypixieset.com/)