Remember the last time you learned something that really stuck with you? Chances are, it wasn't entirely comfortable. That's because meaningful learning often happens right at the edge of our comfort zone – in that sweet spot where we're challenged but not overwhelmed.

The Magic of Managed Struggle

As Erin mentions in her book, Learning in the Wild, she saw  this principle in action at Disney's Galaxy's Edge. The park's lightsaber and droid-building workshops take an unconventional approach: staff members are specifically instructed not to jump in and help unless asked. Instead, they shape the experience through questions, allowing visitors to figure things out themselves.

This might seem counterintuitive for Disney, a company legendary for its customer service, but there's wisdom here. When learners have to work through challenges themselves, they develop deeper understanding and stronger skills.

Why Tension Makes Learning Stick

1. Productive Struggle Creates Stronger Neural Pathways

When we have to work through a challenge, our brains form stronger connections. It's like the difference between being given a map and drawing one yourself – you'll remember the route better if you have to figure it out.

2. Emotional Investment Enhances Retention

That slight discomfort of not knowing exactly what to do? It actually helps us pay closer attention and commit information to long-term memory.

3. Self-Discovered Solutions Last Longer

When learners figure something out for themselves, they learn in the moment while discovering how to solve similar problems in the future.

Creating the Right Environment for Growth

The key is creating what we call "productive tension" – enough challenge to engage learners without pushing them into anxiety. During our last Learning Leader Lab, Learning Leaders in our network shared the following examples of how they strike this balance: 

Build Psychological Safety First

Create an environment where mistakes are viewed as learning opportunities. One participant shared, from their experience teaching zoo volunteers: emphasizing the advantages of being a beginner often leads to more authentic and creative approaches to problem-solving.

Embrace Collective Beginnings

Consider what happens when teams learn something entirely new together. One organization we work with plans annual outings where teams take cooking classes or try improv workshops – activities where everyone starts as a beginner. This shared vulnerability breaks down hierarchical barriers and builds stronger bonds.

Offer Multiple Learning Modalities

Different people learn best in different ways. Provide various approaches to new skills – some might prefer hands-on practice, others might learn better through observation or teaching others. This flexibility helps each team member find their optimal learning path.

Finding Your Sweet Spot

Every learner and organization is different. One nonprofit leader shared how they balance tension and stability by carefully gauging each team member's comfort with novelty. Some key considerations:

• Prior experience and knowledge
• Individual comfort with uncertainty
• Team dynamics and support systems
• Organizational constraints and timelines

 Practical Ways to Create Productive Tension

1. Implement "Learning Fridays"

Set aside time for team members to share what they're learning and what they're curious about. This normalizes the beginner's mindset and creates space for exploration.

2. Design Deconstructed Learning

Take a cue from that Chicago Public School workshop where students redesigned their phone screens from memory. Sometimes stepping back from the familiar helps us see new possibilities.

3. Leverage Internal Expertise

Create skill-sharing workshops where team members teach each other their specialties. This not only spreads knowledge but also gives everyone practice being both teacher and learner.

4. Check-in Regularly

Use simple tools like stress level check-ins or emotional temperature readings to ensure the tension remains productive rather than overwhelming.

Take Action

Next time you're designing a learning experience, ask yourself:

• Where can I step back and let learners figure things out?
• How can I create opportunities for shared beginner experiences?
• What different modalities can I offer to support various learning styles?

Remember, the goal isn't to create stress, but to harness the natural power of productive tension. When we get this balance right, we create learning experiences that don't just inform – they transform.

Want to learn more about creating effective learning experiences? Connect with us to discuss how we can help your organization harness the power of productive tension.