Four Tools to Help Your People Learn and Grow: Unlocking the Power of the Learning Wheel

If you think about it, learning and growth are a lot like a wheel.

A wheel only works when all of its spokes are in place - connected, balanced, and working together. If one spoke is missing or weak, the wheel wobbles or breaks. But when each spoke is strong and aligned, the wheel moves forward smoothly, building momentum and making a lasting impact.

The same is true for how leaders help their people grow and learn.

We call this the Learning Wheel - made up of four essential spokes: feedback, appreciation, development and coaching. Individually, each one matters and makes a real difference. But together, they create a dynamic force that fuels growth, deepens trust, drives engagement, and leaves a lasting impact across teams and organisations.

In this blog, we’re focusing on these four powerful leadership tools (or what we call building blocks) - why they matter, and how to use them both individually and collectively.

Because great leadership isn’t about picking a single tool and sticking with it. It’s about knowing which tool to use, when to use it, and how to adapt it.

The 4 Spokes of the Learning Wheel

Each spoke of this wheel plays a critical and distinct role. Think of them as complementary tools - each bringing something unique to how we lead, support, and develop others. Let’s explore each one:

Feedback holds up a mirror 🪞

It helps people see what’s working (and what’s not). It provides clarity and direction, helping them correct their course. Without it, people are left guessing - which undermines both performance and confidence.

Appreciation shines a light 🔦

It helps people feel valued and motivated, shining a light on their actions, behaviours, and contributions. It reinforces positive behaviours and builds emotional commitment to the team and organisation. Without appreciation, people can feel invisible - even when doing great work.

Development builds the foundation 🧱

It provides structured learning through courses, books, and other formal opportunities that expand knowledge and deepen skills. Without ongoing development, employees can stagnate, falling behind in fast-changing environments.

Coaching opens a window 🪟

It creates space for people to reflect, problem-solve, and build ownership of their growth. Coaching strengthens critical thinking and long-term capability - something feedback alone can’t do.

Knowing when to use each

One size won’t fit all. People's needs vary not only by situation but by personality, confidence, and style. As a leader, it’s important to know what your employee needs - right now, in the moment, in the situation.

For example, in one of our recent workshop sessions, a leader shared this insight:

"I realised I’d been giving a team member lots of feedback because I thought it would help. But what they actually needed was coaching - they needed space to build their own confidence. The more I ‘told’ them, the more hesitant they became. Switching to coaching helped them step up and grow."

Here are four scenarios to illustrate this point:

Scenario 1: Your employee is unclear about expectations or unaware of an issue.

→ Start with feedback.

Why? People can’t improve what they can’t see. Clear, timely feedback helps them understand what’s expected and where they currently stand.

Scenario 2: Your employee is stuck, unsure how to move forward, or needs to build confidence.

→ Lean into coaching.

Why? Sometimes people don’t need more direction - they need space to think, reflect, and take ownership of the path forward. Coaching builds confidence and capability far beyond the immediate task.

Scenario 3: Your employee is making great progress or showing effort you want to reinforce.

→ Offer appreciation.

Why? People need to feel seen and valued, not just corrected. Appreciation fuels motivation and helps people understand which behaviours and contributions are valued by the team and organisation.

Scenario 4: Your employee is eager to grow or needs to build new skills for future opportunities.

→ Provide development opportunities.

Why? While feedback, coaching, and appreciation drive day-to-day performance and engagement, structured learning builds deeper expertise and broadens horizons. Development sustains long-term growth and prepares employees for what’s next.

Final Thought

A car can’t drive forward smoothly without well-balanced wheels, and the same is true for learning and growth. When feedback, appreciation, coaching, and development are all in play - used in the right way, at the right time - the wheel turns easily, building momentum and helping people move forward with confidence.

That’s the power of the Learning Wheel - keeping growth on track and employees moving forward with confidence and purpose.

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We love helping leaders learn and grow!

We design and deliver practical, engaging workshops on these four key topics, as well as other leadership building blocks outlined in our model.

If you’d like to explore how we can support you and your leadership team, we’d love to chat. Get in touch at debra.corey@stepituphr.