Learning is a fundamental aspect of human existence, allowing us to acquire knowledge and develop new skills. When it comes to learning, two primary motivations drive our progress: extrinsic and intrinsic learning. Both approaches have their merits, but understanding the distinctions between them can help us unlock our true potential and foster a lifelong love for learning. In this blog post, we delve into the realms of extrinsic and intrinsic learning, exploring their characteristics, benefits, and how we can strike a balance between the two.
Extrinsic Learning: The External Motivator
Extrinsic learning refers to the acquisition of knowledge or skills driven by external factors such as rewards, recognition, or pressure from others. It is often associated with traditional educational systems, where grades, certificates, or incentives are used to stimulate performance. Extrinsic motivators can range from tangible rewards like money or prizes to intangible recognition such as praise, social approval, or professional advancement.
One advantage of extrinsic learning is its ability to provide immediate feedback and concrete goals. By offering external incentives, individuals may be encouraged to embark on new learning endeavours they might have otherwise overlooked. Moreover, extrinsic motivation can be helpful in situations where the learning material may initially seem challenging or uninteresting, as the promise of rewards can keep individuals engaged.
However, extrinsic learning also has its drawbacks. Relying solely on external motivators may result in a superficial understanding of the subject matter or a short-lived passion for learning. The drive to perform well can overshadow the intrinsic joy of acquiring knowledge, leading to a transactional approach rather than a genuine love for learning. Additionally, once the external rewards are removed, the motivation to continue learning may wane. The levels of motivation driven by extrinsic learning motivators is also seen to be far less overall than with intrinsic motivators. Dan Pinks studies on motivation are a great further read in this area.
Intrinsic Learning: The Flame Within
Contrary to extrinsic learning, intrinsic learning is driven by an inherent desire for personal growth, curiosity, and a genuine interest in the subject matter. It stems from the pleasure and satisfaction derived from the learning process itself, rather than external factors. Intrinsic learners are motivated by their internal drive to expand their knowledge, challenge themselves, and explore new frontiers.
One of the primary advantages of intrinsic learning is its long-lasting impact. When individuals are intrinsically motivated, they become lifelong learners, constantly seeking opportunities to expand their horizons and deepen their understanding. Intrinsic motivation nurtures creativity, critical thinking, and problem-solving skills, as individuals engage with the material on a deeper level, connecting it to their personal experiences and interests.
Moreover, intrinsic learning fosters a sense of autonomy and independence. Individuals driven by internal motivation are more likely to take ownership of their learning journey, choosing topics that align with their passions and setting their own goals. This self-directed approach empowers individuals to explore niche areas of interest, follow their curiosity, and develop a deep sense of fulfilment and personal growth.
Educators and mentors play a crucial role in cultivating a supportive atmosphere that encourages intrinsic motivation by fostering a sense of relevance, personal connection, and autonomy in the learning process.
Additionally, individuals themselves can take proactive steps to cultivate intrinsic motivation. Reflecting on personal interests, setting meaningful goals, and embracing a growth mindset. In this way individuals start to own their own learning which inspires a lifelong development. By focussing on how we make learning more intrinsic, practitioners can develop learning that extends further and more meaningfully into learners lives and supports better engagement. The up-front work with learners is far more labour intensive but the long-term payoff is more than worth the effort.
Shevek Pring 