What is social learning?

‍Sociallearning means learning through active exchange with colleagues, superiors, coaches and mentors. According to the 70-20-10 model for professional learning, 90 percent of knowledge acquisition takes place through "learning by doing" and in exchange with colleagues, superiors and coaches. Of this, 20 percent is accounted for by exchange, i.e. learning through social interaction. In addition to feedback and mentoring, working on tasks together also plays a role in learning success. The focus of social learning is therefore on networking in a learning community - for example in the form of a "community of practice".

Today, social learning is mainly understood in terms of learning with the help of (internal) social media platforms. These support social learning didactically by offering opportunities for communication and the exchange of information. In this way, they enable a company-wide exchange of knowledge and form the technical basis for social learning. Employees can also make self-created learning content - such as short explanatory videos or diagrams - available here. They become "teaching learners" in the learning environment.

What advantages does social learning offer the company?

Companies benefit from various advantages with social learning:

• Social learning is active learning for the dissemination of expert knowledge: Knowledge is acquired through the joint development of solutions and the exchange of experience. This shifts the focus from expert knowledge, which is tied to individuals, to the collective know-how of the learning community.
• Social learning supports the flow of knowledge: Knowledge that was previously "hidden" in the company becomes visible, is recorded and can be used.
• Social learning breaks down information silos: Knowledge can be used across departments and even countries. New ideas emerge and innovations become possible.
• Social learning facilitates the exchange of knowledge through new technologies: learners and teachers work together and communicate with each other. Digital information is available anywhere and at any time.
• Social learning discovers personalities: Personal qualities such as strong communication skills, teamwork or organizational talent are discovered, challenged and promoted through social learning.

Which companies are interested in social learning?

Social learning is most effective when certain conditions are met within the company: Firstly, the mindset in the company plays a role; learning must have a high priority and be supported by managers. Open exchange and cooperation should be a matter of course and encouraged. Employees must be able to work independently and take the time to develop their skills.

In addition to the mindset, social learning requires a certain skillset and toolset. This means that employees must be empowered to share their knowledge and learn independently. To do this, they need skills - for example in dealing with new technologies or methods - but they also need the appropriate social learning tools, such as learning experience platforms, which make social learning possible in the company in the first place.

Last but not least, social learning is changing the role of HR development. HR developers become development facilitators and enablers and moderate the autonomous learning of Employees in the company. It is important to take stock and answer the question of whether the learning culture in the company is already ready for social learning or which steps are still necessary.