There is a widespread misconception surrounding skills training. That is, if you are determined to learn it, you’ll succeed. This is what the conscious brain tells us — but the conscious brain is not the primary driver of skills development.

Other unconscious factors play a far greater role. Without training for the unconscious mindset shifts needed for skills development, skills acquisition becomes slow and unproductive, costing you time and money.

I’d argue that ignoring the brain’s unconscious drivers of learning is the number one reason skills training fails. Below are some factors to consider.

Focus on the Payoff

Let’s say that your team needs to learn a new artificial intelligence (AI) tool. While it may be essential, focusing solely on the task of learning is short-sighted. The selfish goal theory states that the brain has two operating layers: one that pays attention to the goal, but a far more powerful layer of automatic processes that couldn’t care less. Your unconscious mind will either weigh you down or boost your motivation.

Consider the personal challenges that might unconsciously work against you or your team. Old habits die hard. Teaching someone a new approach to something they’ve done the same way for years will trigger immediate resistance. Tap into their selfish, unconscious brain to show why the new approach benefits them. Have them complete the task the old way, then after learning the new approach, demonstrate how much time it saves. Ask how they’d use this extra time. Now their brains become less resistant.

The Power of Inspiration

Thomas Edison famously said, “Genius is 1% inspiration and 99% perspiration.” Even at 1%, inspiration is incredibly powerful.

A 2024 study by Jia Hao and colleagues showed that inspiration helps people turn both positive and negative emotions into active coping and problem-solving, especially in adversity. Teaching practices that foster autonomy and highlight the importance of learning — shown by Valenzuela et al. (2024) to enhance motivation — can also trigger inspiration. Other factors like skills, mindset and opportunity matter, too. Practice gets you to the door, but inspiration and motivation give you the energy to walk through it.

Beyond Grit

Successful people often attribute their success to grit, not realizing that grit doesn’t pay off equally for every person. Think of adjunct professors juggling multiple classes for low pay, artists creating for years without recognition or small business owners grinding through 80-hour weeks only to close shop. Hard work alone doesn’t guarantee success.

In fact, a study of over 66,000 people found that grit has only a modest link to success and overlaps heavily with traits like organization and responsibility. Even the most valuable aspect of grit, perseverance, only makes a small difference, and trying to “boost grit” doesn’t move the needle much.

In my book, “Tinker Dabble Doodle Try,” I explain how strategic unfocused time helps people conserve brain energy, spark creativity and spot new possibilities. For example, positive constructive daydreaming — letting your mind wander while walking or doodling — can lead to creativity and insight.

Other unconscious factors also matter. Change resistance and mental inflexibility can hinder skills development. If you’re not addressing these, you will likely waste time and money on your skills development initiatives.

Consider that one in four firms spend more than 20-30% of their operating costs on change programs — with little lasting impact if unconscious resistance goes unaddressed. Global estimates suggest employee disengagement and poor change adaptation cost the economy $9.6 trillion, or 9% of global GDP.

By integrating mindset shifts and targeting the real drivers of resistance before training begins, leaders can ensure investments in skills development translate into lasting performance gains and measurable business impact.