corporate social learning

from the discussions that we have with each other in the cafeteria to the more sophisticated interactions on social media and blogs, we all engage in some form of social learning or other in our daily life. when applied in corporate trainings, social learning can work wonders for you as a learning strategy. social learning theory: according to wikipedia, the social learning theory “is a theory of learning and social behavior which proposes that new behaviors can be acquired by observing and imitating others.

social learning can enhance the learning experience and result in a positive outcome both in terms of the success of your learning initiative and a positive roi. apart from the 70/20/10 model for learning and development, social learning theory, and active learning theory, there are other factors as well that make a great case for integration of social learning in your learning strategy. it is vital to identify what gains the approach of social learning would bring to the organization. i hope this article provides the required insights on social learning and why you should implement the social learning strategy in your corporate trainings.

deploying social learning concepts and technologies as part of the learning mix is no longer an option, it’s a necessity. compared to traditional formal learning techniques, social learning focuses on how we interact with our peers for just-in-time learning and skill acquisition – a maxim of the 70:20:10 learning framework. instead of relying on traditional models with low recollection rates, social learning encourages learning in working environments and allows learners to pull knowledge from experts within the organizations instead of having knowledge pushed on them (like a formal learning system would). bandura‘s intention was to explain how children learn in social environments by observing and imitating the behaviour of others.

it’s important to remember that social learning is not necessarily about learning in groups, but rather learning through the example of others. by sharing performance experiences, lessons learned, solutions to business challenges and the creative ideas needed to solve them, learners are able to gain a wider spectrum of knowledge within a social learning environment. encourage employees to engage freely and develop knowledge that makes them experts across various facets of the business. to effectively deploy a social learning strategy that works, the organization must recognize and adapt to a shift in culture, in which l&d is transformed from a necessary evil to an opportunity for personal and professional growth. social learning isn’t a one-size-fits-all fix to your e-learning issues, but it does produce benefits that go beyond the effectiveness of your learning strategy.

when applied in corporate trainings, social learning can work wonders for you as a learning strategy. social learning is based on a theory developed by psychologist albert bandura that proposes learning is a cognitive social learning is the collection and sharing of information learned from according to how millennials could upend wall street and corporate america, a report by washington,, social learning examples, social learning examples, social learning in corporate training, the power of social learning, importance of social learning. under social learning, employees only spend enough time to learn exactly what they need, with minimal interruption to their daily workflow. finally, social learning enhances corporate culture and fosters workplace collaboration. humans are naturally social beings who need to feel part of a group.

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