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How do we encourage others to grow and learn?

Study guide

When you help an employee deal with an angry customer, you have the opportunity to help them learn. When a team member comes to you confused about a new change in work system, you have the opportunity to help them understand why the change was necessary.

Whether you consider this type of learning or not, this type of learning does not occur in formal classes, online seminars and courses. You do not have to be a coach to help people learn new things and better understand organizational plans. Most people, on many levels, educate others at some point in their lives and play an effective role in creating a learning environment.

How can you help your company or team learn more effectively? There are many ways to do this, some of which are real lessons. However, the main issue is to create an environment in which people are committed to learning and their efforts are supported.

How to motivate people to learn?

People are not always eager to learn. Some do not want to learn new things at all; They do not want to change. Others think that learning happens naturally and is not the result of education alone. Obviously, this is not always the case because you may teach someone many skills but still do not know if that person is really using those skills and applying them.

However, you can not force anyone to learn. You can have the best meeting possible. You can have the best presentation. You can be attractive and have complete control over the subject of your training. But students are unlikely to learn anything unless they are motivated.

This is why knowing a technique to motivate others to learn can be very helpful. It has a model called ARCS, which consists of the initials Attention, Relevance, Confidence, and Satisfaction. This model was developed by John Keller in 1983 and has been used and validated by teachers and educators in a wide range of learning environments, from academia to the military.

The main components of the ARCS model

1. Attention; At the beginning of the session, grab the learners’ attention and memorize it throughout the lesson

  • Ask learners questions that make them think about why they should learn this skill.
  • Use role-playing or other activities to demonstrate the importance of learning this skill. For example, you can play the role of an angry customer and force the learner to respond to show the best way to resolve the difficult situation.
  • Use specific examples and ask learners to come up with solutions to stimulate more interest.

2. Relevance; Explain how important this lesson is and how it can be useful to them

  • Describe the benefits. For example, by learning strategies to deal with angry customers, your employees will have less stress and anxiety in dealing with them.
  • Relate the lesson to their current work and experiences. Learning materials, exercises, and projects should be effective for their work and the specific situations they encounter in their day-to-day jobs.
  • Make the connection between learning this skill and their professional development. Talk about issues such as job satisfaction, salary increases, and career advancement opportunities.

3. Assurance; Tell learners what is expected of them

  • Set clear goals for the session, and check on learners regularly to make sure they are not lagging behind.
  • Design projects and lessons so that learners experience small successes along the way before fully mastering the skill.
  • Give learners enough time to practice the skills. This helps them succeed when they apply those skills in their work.
  • Make sure you train at the right level. If something is too difficult or too easy, learners lose motivation.
  • By helping learners create their own learning goals, enable them to have input for their own learning.

4. Satisfaction; Build success and motivation

  • Give a lot of feedback. Make sure the feedback is specific and timely and related to how the skills are applied in the job.
  • Pay attention to learners’ successes. Appreciate more and find ways to reward achievements. Let learners know that you and the company value and value expertise and high levels of skill and ability.
  • Examine ways to increase motivation. See what learners are interested in and how they feel about it. Find ways in which learners can encourage each other.

Tips for teaching others

There are many ways to increase your learning motivation, to make your sessions more interesting, enjoyable and convenient for learners. These ideas can be used for formal lessons or spontaneous learning opportunities presented by the learners themselves.

You can help the learning process by doing the following:

1. Use pre-learning questions

These questions make learners think about why they need to learn this new skill, and they also appreciate the benefits of learning.

2. Use conceptual models

These models are often a good way to help learners store and retrieve information. Mental models, which may also be diagrammatic, are often useful for learning lesson details.

3. Diversify learning materials

This will help you to master all learning styles. Some of the systems we use to learn are:

  • Visual: Graphs and graphs and pictures show the idea presented as well as the information contained in the books or reports.
  • Audio: Lectures, presentations and group discussions allow learners to discuss what is being presented.
  • Kinetic: This is practical experience and practice that is either real or simulated.

We all have our favorite learning styles. If you offer as many different learning experiences as possible, you are more likely to connect with all learners.

4. Group learners of similar skills

Encourage people to learn and understand by getting them to work with people who are learning similar skills. By helping each other, they can reinforce what they are learning. Therefore, all members of the group benefit from each other’s strengths.

5. Provide opportunities for reflection

Daily diary writing is a well-known and effective method for people who want to write down their thoughts on how the self-learning process has been helpful to their overall progress.

6. Actively review the lesson at the end

What progress did the learners make, and what difficulties did they face? You will have the opportunity to learn from your experience by reviewing the lesson and to hopefully think about how to improve the content and address it with a higher quality next time. Content review also gives learners the opportunity to analyze their performance and increases their commitment to continuous learning.

7. Use all your emotional intelligence and communication skills

This means improving the skills of communicating with learners, the skill of actively listening, using empathy in the right place, patience, showing genuine interest in people, and educating yourself. Your attitude towards learning has a great impact on learners’ attitudes. So you have to be a good role model for continuous and active learning.


How do we encourage others to grow and learn?

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