How To Inspire Your Team To Learn When It's The Last Thing They Want To Do (Forbes)
Published September, 2017
Dr. Carylynn Kemp Larson explores one of leadership’s most persistent challenges: inspiring learning in individuals who are unmotivated or resistant to change. While continuous learning is essential for organizational success, she emphasizes that many employees—and even leaders—naturally gravitate toward what they already know, avoiding the discomfort of growth.
Rather than forcing learning directly, Dr. Larson outlines a more effective approach: connecting learning to what already matters to people. She suggests that leaders can inspire growth by aligning learning with individual goals, linking it to personal motivations and passions, and leveraging existing strengths to build new capabilities. By reframing learning as a means to achieve something meaningful—rather than an obligation—leaders can increase engagement and openness to change.
Ultimately, she argues that learning is both non-negotiable and inherently difficult to motivate. The most effective leaders recognize this tension and adapt their approach, meeting people where they are and guiding them toward growth in ways that feel relevant, purposeful, and achievable.
Key Takeaways
Learning is essential—but not always welcomed.
Even when growth is necessary, many individuals resist stepping outside their comfort zones.Leaders must champion learning at all levels.
When leaders neglect their own development, it signals that growth is optional.Motivation for learning varies widely.
People are often more drawn to what they already do well than to areas that require change.Link learning to meaningful goals.
Connecting development to personal or business objectives increases relevance and engagement.Tie learning to what people care about.
When growth supports passions or desired outcomes, it becomes more compelling.Leverage existing strengths to drive development.
Building on what individuals already do well can help them expand into new areas.Reframing learning increases buy-in.
Positioning learning as a pathway—not a requirement—makes it easier to embrace.Effective leaders meet people where they are.
Adapting the approach to fit individual motivations leads to more sustainable growth.
Authored by Carylynn Kemp Larson, a psychologist turned speaker and leadership coach who creates space for leaders, teams, and organizations to thrive.