Guarding the Spark [Productivity in the Tough Moments]

Starting something new is exciting. But if you’ve ever tried to learn a new skill, whether it’s coding, public speaking, data analysis, or launching a side business, you’ve likely faced an early wave of resistance.

This resistance can be both internal and external. The internal doubts come from within. Sometimes they come from well-meaning people around you. Either way, they can quickly drain your energy, making it harder to stay focused and productive.

Internal resistance often sounds like:

• “Am I really cut out for this?”

• “Do I even have time for this right now?”

• “What if I start and don’t finish?”

The first thing to remember is this:

In productivity coaching, we often talk about the "learning dip". It is that point where the initial motivation wears off and the discomfort of real growth kicks in. That’s the critical moment where most people quit.

The key isn’t to avoid this dip.
The key is to recognize it and move through it with intention and support.

Why You Must Protect Your Learning Momentum from External Resistance

When you start learning a new skill, you’re not just fighting internal distractions. The people around you can either fuel your progress or slow it down. And often, it's not obvious at first which is which.

Here are five types of people you’re likely to encounter on your learning journey, and how to respond to each one productively:

1. The Dismissers

These are the people who don’t see value in what you’re learning. They might question your decision or try to steer you toward “more practical” goals. Their doubt often comes from their own discomfort with change.

Productivity tip: Limit how much you share with them. Protect your energy by focusing on your own progress, not their opinions.

2. The Quiet Underminers

They appear supportive on the surface but subtly plant doubt, often by questioning your pace or asking, “Do you really think this will lead anywhere?” They can cause hesitation, even when your path is clear.

What to do: Be selective about whose feedback you allow into your learning process. Not everyone needs a front-row seat.

3. The Unreliable Cheerleaders

They’re enthusiastic at the beginning, often saying, “Let’s learn together!” But they lose interest quickly and drop off without notice. While their excitement is genuine, their follow-through is lacking.

Stay grounded: Encourage their efforts but don’t rely on them for accountability.

4. The Encouragers

These are the people who believe in you even if they don’t fully understand what you’re doing. They send a message to check in, celebrate your progress, and remind you that your growth matters.

Productivity strategy: Keep them close. Their emotional support is a quiet but powerful motivator.

5. The Practitioners

They’ve already done what you’re trying to do. They bring insights, share shortcuts, and offer guidance that saves you time and frustration. They know the journey and understand the hurdles.

Make it count: Ask questions, listen carefully, and apply what you learn. Their input can significantly reduce your learning curve.

Consistency Over Intensity

Productivity research is clear on this: Consistency beats intensity over time. You don’t need to master the skill overnight. But you do need a repeatable routine, a distraction-free environment, and regular feedback to stay on course.

If you’re learning something new right now, here’s your reminder:

• You don’t need to have all the answers to get started.

• You don’t need approval from everyone around you.

• You just need to protect your time, your energy, and your belief in why this matters.

So if you’re currently working on something new, congratulations on taking a bold step. Now the real work begins—showing up daily, regardless of the resistance you face.

Stay consistent. Stay curious. Stay committed to your growth.

Be consistent. Remain ever learning.