4 Science-Backed Ways to Spark Curiosity in Adult Learners

Contents:

• Why curiosity is useful in learning
• How to awaken curiosity in adults

Connie Malamed, author of the book "Subtleties of Visual Design for Professionals," as well as a podcast and blog about instructional design, published an article in which she considers the importance of curiosity in adult learning. She shares effective methods and strategies for stimulating this feeling in adult learners. The proposed approaches are based on modern discoveries in the field of cognitive psychology, which makes them particularly relevant for educators and trainers seeking to increase learner engagement and motivation.

Why Curiosity is Beneficial in Learning

Curiosity has many definitions. In cognitive science, it is viewed as the desire to acquire new information, resolve uncertainty, and fill knowledge gaps. This desire to experience new stimuli is manifested in behavior through increased attention, thoughtful analysis, and sustained engagement. Curiosity plays a key role in learning and development, contributing to the expansion of horizons and a deepening understanding of the world around us.

From a scientific point of view, curiosity in animals and humans has developed during evolution as a mechanism for gathering information about the surrounding world. This allows living organisms to detect changes in the environment and make informed decisions. For example, when cats and dogs enter a new environment, they first explore it, walking around the perimeter and sniffing everything carefully. This behavior helps them adapt and ensure their safety, highlighting the importance of curiosity as an evolutionary adaptive mechanism.

Curiosity plays a key role in the learning process, influencing it in several ways. First, it encourages people to ask questions and seek answers, which contributes to a deeper understanding. Third, interest in new material increases motivation and engagement, which makes the learning process more effective. Furthermore, curiosity promotes critical thinking by forcing people to analyze and compare information. Ultimately, curiosity makes learning not only more productive but also engaging, which in turn increases the chances of successfully acquiring new skills and knowledge.

• Encourages the search for new information. Curiosity is closely linked to the desire to understand something, learn previously unknown concepts, or acquire new skills. Curiosity fosters continuous learning and innovation, thus becoming a key driver in adult learning.
• Fosters social connections. A 2000 study found that a desire for new knowledge helps build social connections within a company. New employees who showed curiosity actively sought information from more experienced colleagues to adapt to new challenges. This helped them develop the technical and interpersonal skills (both hard and soft skills) needed in the workplace. Curiosity helped not only new employees but also experienced employees during changes such as promotions or transfers to another department.
• Enhances retention. The fact that people better retain information that interests them is not new to educational practitioners. In 2014, researchers used an experiment to understand how this works at the neurophysiological level: curiosity increases activity in the hippocampus, a region of the brain that plays a crucial role in the formation of new memories. Furthermore, when curious, participants more firmly remembered not only relevant information but also irrelevant information.
• It evokes positive emotions. When a person feels curious, they expect that curiosity to be satisfied—and experience positive emotions caused by the release of dopamine. This is a neurotransmitter associated with the anticipation of reward. And it appears that for the human brain, acquiring new knowledge can be a reward in itself. In turn, positive emotions associated with learning are an important ingredient for engagement.

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The need for knowledge is an innate human desire to explore the world around us, gain new knowledge, and develop our skills. This need can manifest itself in various forms, from curiosity and an interest in science to a desire for self-improvement. The level of this need varies among individuals and is influenced by many factors, including personal experience, upbringing, and social environment.

Some people have a high need for knowledge, which may be due to their natural curiosity, a desire for self-improvement, or emotional support from others. For others, this need may be less pronounced, which may be explained by a fear of the new, a lack of motivation, or a lack of a suitable learning environment.

Thus, the need for knowledge is an important aspect of human nature that influences personal development and the ability to adapt to changing life conditions.

How to Awaken Curiosity in Adults

Connie Malamed, based on scientific research, identified four effective methods for promoting curiosity in adults. For each of these methods, she offered practical strategies that can be adapted to various formats and types of training. These approaches will help increase the interest and engagement of learners, which contributes to a deeper assimilation of the material and the development of critical thinking.

In 1994, George Lowenstein, a behavioral economist from Carnegie Mellon University (USA), presented the information gap theory. According to this theory, curiosity arises when a person realizes a lack of information, that is, understands that he does not know something. This state creates cognitive tension, which motivates a person to strive to close this gap, that is, to search for the necessary information. Understanding the information gap is important for the study of human motivation and behavior, as it explains why people actively seek knowledge and strive to learn.

A 2009 study revealed interesting aspects of human curiosity. Subjects showed the greatest enthusiasm in finding the answer to a given question when they had a rough idea of ​​the correct solution but were unsure of it. At the same time, the participants showed the lowest level of curiosity in two situations: when they had no idea about the possible answer and when, conversely, they were absolutely confident in their knowledge. These results highlight the importance of a balance between ignorance and confidence in stimulating cognitive activity.

The concept of the information gap is an important tool for optimizing content and increasing its relevance to your target audience. To effectively use this concept in practice, you must first identify which topics or questions remain under-covered in your niche. This can be done by analyzing search queries, studying popular topics on social media, and monitoring forum discussions.

Once you identify the information gap, you should create high-quality content that not only answers users' questions but also provides them with valuable information. It is important to use keywords related to the topic to improve search visibility and attract more traffic. It is also worth considering the structure of the text, making it easy to digest: break information into easily digestible blocks, use subheadings and lists.

Don't forget the importance of updating existing content. If you notice that some topics have become outdated or less relevant, update them with new data and trends. This will help keep your content high-quality and retain audience interest.

By applying the information gap concept, you can not only increase the visibility of your content in search engines but also build trust with your audience by providing them with relevant and useful information.

The strategy of drawing students' attention to the unknown can be a powerful tool for awakening their curiosity and intrinsic motivation to acquire new knowledge. Connie Malamed recommends providing partial answers, which helps students feel more confident. For example, you could say, "Many people believe they manage their personal finances effectively. However, did you know that using cashback, which seems advantageous, often leads to increased debt?" This technique not only sharpens interest but also encourages students to explore the topic in greater depth, which enhances their learning process.

Strategy 2: Present students with small challenges that encourage them to search for missing information. In the field of corporate training, an example might be: “A customer reported that their file sync feature is not working and they are constantly receiving error messages. How can you help the customer resolve this issue? What questions would you ask them first?” This approach promotes the development of critical thinking and problem-solving skills, which are important aspects of professional development.

Strategy 3: Before training, it is recommended to assess students’ level of knowledge on various course topics. This will help identify their strengths and weaknesses and tailor the learning process to the needs of the group. This approach promotes more effective assimilation of the material and increases student engagement in the learning.

I have knowledge of the correct actions to take in the event of a data breach.

Answer options are an important element in the information gathering and problem solving process. They can be used in a variety of contexts, including surveys, tests, and research. The correct choice of answer options contributes to a more accurate data analysis and improves the quality of the information obtained. It is important that the answer options are clearly formulated and relevant to the survey topic. This will help avoid misunderstandings and increase respondent engagement. Using a variety of formats, such as multiple choice, rating scales, or open-ended questions, can significantly enrich the data collection process and make it more effective. Ensure that each answer option has a logical connection to the question and reflects possible opinions or courses of action. Optimized answer options facilitate deeper analysis and interpretation of the results.

• Not at all confident.
• Rather unsure.
• Somewhat confident.
• Quite confident.
• Completely confident.

It is important to adapt the course content to the average level of student confidence. The learning material should be interesting enough to arouse curiosity, but at the same time not too complex or obvious. When developing personalized, self-regulated learning, it is necessary to ensure that students have access to materials that match their level of confidence in knowledge. This will help maintain motivation and improve information retention.

People use their knowledge and experience to predict future events and anticipate changes in the environment. However, when knowledge is insufficient or expectations misalign with reality, predictions become inaccurate, leading to feelings of uncertainty and discomfort. In response to unforeseen circumstances, people seek new information to better understand the situation and improve their predictive models. This desire for knowledge and understanding is an important aspect of adapting to changing conditions and helps reduce stress levels in uncertain situations.

Connie Malamed presents five effective strategies for applying this effect in practice. These methods will help optimize results and increase effectiveness in a variety of fields. Using these strategies can significantly improve audience engagement and increase participation.

The strategy involves using unexpected and counterintuitive facts that prompt students to reconsider their assumptions and expectations. For example, in business education, consider the following example: many people believe that in negotiations, it is important to primarily look for common ground and common interests with the other party. However, research shows that this approach can reduce the likelihood of reaching a successful agreement. What do you think explains this unexpected finding?

Strategy 2 is to start with a basic understanding of the subject and gradually introduce complex elements and new concepts that may lead students to make forecasting errors. For example, in a course on financial modeling, it is advisable to first introduce students to a simple model for forecasting a company's revenue. Once students have mastered the basics, introduce the concept of seasonality, which results in uneven revenue distribution throughout the year. This will allow students to adapt their model based on new data and improve their analytical skills. Strategy 3: Encourage students to reflect on their forecasting errors through reflective methods such as journaling and group discussions. For example, in a course on Agile methodology, ask students to plan sprint tasks using Scrum. At the end of the sprint, students often encounter situations where their productivity estimates prove inaccurate—they may overestimate or underestimate their ability to meet deadlines. This creates an excellent opportunity to analyze forecasting errors and discuss methods for correcting them. This approach not only develops self-reflection skills but also deepens understanding of Agile and Scrum principles, which contributes to more effective learning and student development.

Strategy 4 involves using case studies with unexpected twists and turns, allowing students to develop analytical skills. This approach could include a case study of a company that uses standard methods to improve employee retention and productivity. Students can analyze how these methods impact employee engagement.

However, as the case progresses, it becomes apparent that despite all efforts, employee turnover in the company is increasing and work efficiency is declining. This creates an opportunity for students to identify the causes of this situation by analyzing possible inconsistencies in the strategies being applied. In this way, students can propose alternative solutions and recommendations aimed at improving work processes and increasing employee engagement. This approach not only develops critical thinking but also helps students understand how reality can differ from expectations in HR management.

Strategy 5 is to begin the case by presenting an unexpected outcome and asking students to identify the possible causes that led to this outcome. After completing the task, the instructor can discuss the real factors that influenced the situation. Connie Malamed recommends using stories of failures related to the topic of study. For example, in a product design course, one could examine the unsuccessful case of Amazon's Fire Phone. This will help students understand how design and decision-making errors can lead to negative consequences, and teach them to analyze situations and draw conclusions based on real-world examples.

The authors of a 2022 meta-analysis emphasize the relationship between curiosity and interest, noting their similarities. Curiosity is viewed as a temporary form of interest, focused on seeking specific information needed to answer questions or resolve uncertainty. In contrast, interest represents a more long-term desire to acquire and deepen knowledge in a specific area. As the researchers point out, while curiosity is often accompanied by interest, interest does not always drive curiosity. This distinction has implications for understanding motivation for learning and cognition, which can be useful in educational and psychological research.

There is scientific evidence that people who are interested in a particular topic demonstrate greater attention span and expend more effort on learning related to their interests. This emphasizes the importance of engagement in the educational process, as interest promotes deeper learning and increased motivation.

Connie Malamed recommends activating curiosity by building on existing interest by providing new information on an engaging topic or asking questions that stimulate a desire to learn more. The proposed strategies primarily relate to training and staff development. When designing courses in this area, a methodologist has significantly more opportunities to consider the interests of a specific target audience than when developing massive online courses in the EdTech sector. This allows for the creation of more personalized and effective educational programs that better meet learner needs and promote their engagement.

Determining learners' interests and areas in which they seek new knowledge is an important step in learning design. Surveys, interviews, and focus groups can be used for this. It's also worth considering informal corporate communities where discussions can be held regarding employees' career aspirations and educational needs. Additionally, it's useful to analyze data from the corporate LMS to identify the most popular optional courses and modules. This approach will enable the creation of effective educational programs that align with employee interests and needs, which in turn will increase their motivation and satisfaction with training.

Strategy 2. Developing a culture of continuous learning within the company. A key aspect is convincing management of the need to support educational initiatives and integrate training into individual employee development plans. Important steps that the L&D department can take include developing and implementing training programs, creating a mentoring system, and regularly updating training materials to reflect current trends. In this way, the organization will be able to not only improve the skills of its employees, but also strengthen its overall competitiveness in the market.

• Try introducing a weekly "training hour" dedicated to the professional development of employees.
• Launch a series of monthly educational events during lunch breaks that will cover topics of most interest to employees.
• Reward employees who learn on their own initiative.
• Convince managers to include training in employee performance evaluations.
• Provide employees with useful educational content in microformats.

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Creating a learning culture in a company is a key aspect for improving business efficiency and competitiveness. Below are five practical tips that will help implement this culture in your organization.

First, it is important to create a continuous learning system. This may include regular training, workshops, and seminars to help employees develop their skills and knowledge. Training should be accessible to all employees, regardless of their position.

Second, support employee initiative in learning. Encourage them to share their knowledge and experience through internal presentations or training sessions. This not only promotes knowledge sharing but also increases employee engagement.

The third tip is to implement technology for training. Use online platforms, webinars, and other digital tools that facilitate access to training materials and allow learning at a convenient time.

The fourth point is to regularly evaluate the effectiveness of training programs. Analyze the results and collect feedback from employees to identify which approaches work best and where changes are needed.

Finally, create an atmosphere conducive to learning. This means encouraging open communication, accepting mistakes, and supporting self-improvement initiatives. When employees feel comfortable, they are more likely to participate in training and develop their skills. By following these tips, you can create an effective learning culture that will drive your company forward and increase employee satisfaction. Strategy 3: Organize group discussions and collaborative activities for socially motivated employees. These employees seek recognition within the team, interaction with colleagues, and achieving common goals. An example would be improvisational comedy training for sales managers, which helps develop public speaking skills and quick thinking. Webinars on sustainability could include a discussion that stimulates participants' curiosity. For example, the question: "If you had to build the most sustainable house possible using only local materials, what challenges might you face and how would you overcome them?" This approach not only increases engagement but also promotes creative thinking and teamwork.

Developing individual development plans is a key aspect of a successful HR strategy. These plans should consider both employee interests and the company's strategic goals. For example, such a plan could offer a communications course to employees seeking to develop public speaking skills. This will not only boost their confidence but also significantly improve their interactions with clients, which, in turn, will positively impact overall business performance. Investing in employee development through individualized approaches helps increase motivation and retain talent within the company.

In 1994, the concept of desirable difficulty was introduced by Robert Allen Bjork, Professor Emeritus in the Department of Psychology at the University of California, Los Angeles. He emphasized that many training programs are designed to avoid challenges for students: tasks are frequently repeated and their conditions are predictable, which reduces the rate of errors. This approach leads to training that does not achieve its intended purpose, and students develop a false sense of confidence in their own skills, which is not borne out in practice. Björk, drawing on research findings, argues that if a learning task is challenging and requires significant effort, learning effectiveness in the long term increases significantly compared to tasks that are solved without much effort. This emphasizes the importance of introducing complex tasks into the educational process to achieve real results and deep understanding of the material. Connie Malamed argues that introducing desirable difficulties into the adult learning process helps create an environment that actively stimulates curiosity and leads to more sustainable learning outcomes. This approach emphasizes the importance of challenge and complexity in the educational process, which can deepen understanding and improve mastery of the material. Combining these elements in adult learning not only increases their motivation but also promotes deeper assimilation of knowledge, which ultimately leads to the successful application of acquired skills in practice. Strategy 1. Providing students with tasks that stimulate independent inquiry is an important aspect of the educational process. Instead of focusing solely on the correct answer, the focus should be on the development of analytical thinking. For example, an assignment might sound like this: "Based on customer purchasing data, select a strategy that will help the company improve customer retention and increase sales. Justify your choice." This approach not only develops critical thinking but also allows students to gain a deeper understanding of the subject matter and apply their acquired knowledge in practice.

Strategy 2 involves varying the conditions or context of practical assignments so that students do not become accustomed to the same patterns of action. For example, in one training session for emergency and critical care physicians, a scenario might be used in which they must provide care to a patient in a rural hospital with extremely limited resources. In another training session, the scenario might be adapted for an urban hospital that is overwhelmed due to a multi-casualty accident. This approach promotes flexible thinking and improves the ability to adapt to different situations in medical practice.

Strategy 3 involves asking students to complete the practical assignment before studying the theoretical material. For example, you could start with the task: "Imagine you're a manager who needs to inform your team about a bonus budget cut this year. Craft an email with this news, aiming to minimize negative perceptions and maintain employee morale." This approach promotes active student engagement and helps them develop communication skills even before receiving theoretical knowledge.

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The effectiveness of learning depends on the approach to presenting the material. One common method is to first present theoretical information and then move on to practical problems. This approach allows students to become familiar with the fundamentals and concepts, which creates a solid foundation for solving practical problems.

On the other hand, some research suggests that initially working with problems can increase student interest and engagement. Hands-on learning can help students better retain theory by allowing them to apply what they've learned. Therefore, combining theoretical and practical learning can lead to a deeper understanding of the material.

It's important to keep in mind that learning preferences may vary depending on the individual student. For best results, tailor your teaching methods to the specific audience, combining theory and practice depending on the topic and skill level.

Strategy 4: Use interleaving—alternate between topics instead of completing one before moving on to the next. For example, an internet marketing course might combine topics on SMM, search engine optimization, and email marketing. Practical assignments should be designed to require the application of knowledge from various fields. This approach promotes better retention of the material and the development of complex thinking skills, which is especially important in the dynamic field of marketing.

Connie Malamed emphasizes that igniting student curiosity is not simply a matter of creating engaging learning experiences. It requires a holistic approach to designing the educational process that fosters deep immersion in the topic being studied and leads to meaningful and long-lasting results. The strategies described will help to make curiosity an important element of professional development and on-the-job learning, which, in turn, contributes to more effective acquisition of knowledge and skills.

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