What is social learning?
Learning is fundamentally social: people learn from an early age by copying others and imitating behavior. Social learning is therefore not a new concept. However, it is currently attracting a great deal of attention in the corporate context thanks to technical possibilities, new methods and scientific findings. Employees actively learn from each other, exchange knowledge and develop solutions together through social interaction. Find out what social learning means for your company and how you can implement it in this article.
Social learning means learning through active exchange with colleagues, superiors, coaches and mentors. According to the 70-20-10 model for professional learning, 90% of knowledge acquisition takes place through "learning by doing" and in exchange with colleagues, superiors and coaches. Of this, 20% 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".
Learning theory basics
Three central theories form the foundation for successful social learning in companies. They explain how people learn from each other and which social mechanisms are at work.
Social learning theory: learning through observation
The psychologist Albert Bandura developed the social learning theory. It states that people learn by observing others and imitating their behavior. Four processes play a role in this:
- Attention: employees consciously observe colleagues.
- Retain: They store what they see in their memory.
- Imitate: They reproduce the observed behavior.
- Motivation: They apply what they have learned when they see a benefit.
In the corporate context, this means that your employees learn successful working methods by observing experienced colleagues and adopting their strategies.
Communities of Practice: Learning in communities
Etienne Wenger coined the term "communities of practice". These arise when people with similar tasks or interests come together regularly to share knowledge and learn together.
A community of practice is characterized by three elements:
- Common domain: All members share an area of interest.
- Community: They interact regularly and build relationships.
- Joint practice: You develop resources, tools and solutions together.
In your company, such communities can arise formally, for example as expert groups, or informally, when employees spontaneously exchange information on specialist topics.
Learning through teaching: Passing on knowledge strengthens your own understanding
Explaining something to others deepens your own knowledge. When explaining, people restructure their thoughts, recognize gaps and consolidate their understanding.
Today, companies are making targeted use of this insight: Employees create their own learning content - short explanatory videos or diagrams - and make it available to others. They become "teaching learners" in the learning environment.
The four components of social learning
Social learning works through four processes that build on each other. You determine how successfully your employees learn from each other and put new knowledge into practice.
- Observation: Employees focus their attention on colleagues who perform certain tasks particularly well. Observation must be focused. Your employees will learn the most if they pay attention to relevant behavior and not to everything at the same time.
- Evaluation: Learners evaluate what they have seen. They analyze which strategies were successful and why. This reflection helps them to understand the logic behind successful ways of working and to question how they can now apply them to their own situation.
- Imitation: Employees reproduce successful strategies and try out new ways of working. This often results in their own variations and adaptations to their own specific tasks and framework conditions.
- Identification: It creates an emotional connection. Learners identify with successful colleagues and see them as role models. This identification motivates them to apply what they have learned in the long term. The stronger the identification, the more sustainable the effect of social learning. This is why you should make internal role models visible and share their success stories.
Why social learning helps your company move forward
Social learning brings measurable benefits for companies of all sizes. From knowledge distribution to innovative strength - the effects can be seen in various areas:
- 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.
Proven methods for social learning in practice
Social learning depends on the right methodology. These six approaches have proven themselves in companies and can be flexibly adapted to your needs.
Communities of Practice
Communities of practice connect employees with similar tasks or interests. Their experts from different departments form a community, share their expertise and learn from each other. They meet regularly - digitally or on site - to exchange experiences and develop solutions together.
Learning Labs
Learning labs create a safe space for experimentation. Employees work in small learning groups and test new methods, make mistakes and learn from them - without negative consequences for day-to-day business.
Barcamps
Barcamps are open, self-organized conferences. Employees bring their own topics, give presentations, discuss in working groups and design the program themselves. Your teams learn exactly what they really need. The content is based on practical experience and is directly applicable.
Knowledge management
Knowledge management systematically collects and structures the knowledge and experience of your employees. This creates knowledge databases, best practice collections and guidelines that are available to others.
Interactive learning platforms
Modern social learning platforms offer your employees opportunities for communication and information exchange. They can create and share content themselves. These platforms are characterized by four principles:
- User Generated Content (UGC): users create their own learning content.
- Co-creation: The teams develop materials together.
- Remix: The existing content is adapted and further developed.
- Content curation: Relevant content is collected and prepared.
These platforms transform your employees from passive consumers into active creators of the learning process and promote productive interactions between learners.
Peer-to-peer learning
With peer-to-peer learning, your employees support each other. Mentoring programs connect experienced employees with new ones. Both sides benefit from this exchange and continue to develop.
What social learning needs to succeed
Three key prerequisites determine whether social learning takes root in your company or fails.
Which companies is social learning suitable for?
Social learning works particularly well in companies with employees who work independently and can take time for skills development. In addition, the role of personnel development is changing:
HR developers become learning facilitators who moderate autonomous learning.
An honest inventory shows whether your learning culture is already ready or which steps are still necessary.
Learning culture: creating a culture of knowledge sharing
An open learning culture forms the foundation. Mistakes are seen as learning opportunities, knowledge sharing is rewarded and managers set an example of open exchange. Time for learning is planned and departmental boundaries do not stand in the way of knowledge sharing. Take an honest look: does your company have a culture of sharing or retaining? Social learning only succeeds where people are happy to pass on their knowledge.
Skills: New skills for self-organized learning
Social learning demands new skills from your employees. These skills are becoming important:
- Self-reflection: Recognize and name your own knowledge gaps.
- Communication: Explaining complex issues in an understandable way.
- Collaboration: Working effectively in digital and analog teams.
- Digital competence: Using social learning tools safely.
- Self-organization: Planning and controlling learning processes independently.
- Critical thinking: Evaluate and categorize information.
Invest in the development of these skills. Without them, social learning remains superficial and ineffective.
Technical and organizational framework
Social learning requires suitable tools for the exchange of knowledge and structures that allow communities to develop. Three areas are crucial:
- Laying the technical foundations: Social media tools and digital learning platforms enable communication, collaboration and knowledge sharing.
- Promote learning communities: Create structures that allow communities to develop. These can be formal expert groups or informal networks.
- Support from managers: Your managers play a key role. They moderate learning processes, create psychological security and motivate participation.
These must work closely together to create optimal framework conditions. Only when all three conditions are met can social learning develop its full effect.
Technology as an enabler for social learning
The right technological solutions transform social learning from a good idea into real-life practice. Three technological pillars form the foundation.
Learning Experience Platform: The heart of digital learning
Learning Experience Platforms (LXP) are systems specially developed for social learning. They combine all the functions your employees need for collaborative learning.
They offer individual learning paths, content sharing, social features, analytics and mobile optimization. The decisive advantage: LXP think social learning from the ground up.
Integration of social media and collaboration tools
Modern companies already use various digital tools. These can be intelligently integrated into your social learning strategy. Internal social networks create space for informal knowledge sharing. Collaboration tools such as Microsoft Teams enable spontaneous learning moments and promote interaction in digital learning groups. Video platforms allow experts to share knowledge in the form of tutorials or experience reports.
Mobile and ubiquitous learning: anywhere, anytime
Mobile technologies make it possible for social learning to be seamlessly integrated into everyday working life.
- Microlearning on the move: short learning units can be completed during waiting breaks or while driving.
- Just-in-time learning: When a problem arises, your teams will immediately find the right solution or the right contact person.
- Location-independent communities: Teams from different locations can regularly exchange information and learn from each other despite being physically separated.
- Push notifications: Relevant content reaches your employees automatically.
The combination of LXP, integrated tools and mobile solutions creates a learning ecosystem that brings social learning to life in your organization.
The path to successful social learning
Social learning succeeds when it flows seamlessly into everyday working life. Companies that take social learning seriously base their learning strategy on a Learning Experience Platform LXP). Company-relevant knowledge and content is prepared, categorized and made available in an attractive way for and by all users . The combination of LXP, integrated tools and mobile solutions creates a learning ecosystem that brings social learning to life in your company.
Three steps lead to success: Firstly, an honest assessment of the current learning culture. Secondly, the gradual introduction of suitable tools and methods. Thirdly, the continuous promotion of communities and knowledge exchange.
The following applies in all cases: "Mindset and corporate culture first". Only when space, time and acceptance are created for the merging of learning and working can social learning unfold its positive effect. Social learning is an important component of sustainable learning and offers sustainable benefits for employees and companies.
FAQ
What is social learning?
Social learning is learning through observation, exchange and imitation between colleagues, superiors, coaches and mentors. It uses people's natural way of learning and makes it systematically usable for companies. According to the 70-20-10 model, 20% of professional knowledge acquisition comes from social exchange. The focus is on networking in learning communities such as communities of practice.
What does the social learning theory say?
The social learning theory was developed by psychologist Albert Bandura and states that people learn by observing others and imitating their behavior. Four processes play a role here: attention (conscious observation), retention (storage in memory), imitation (reproduction of behavior) and motivation (application with recognizable benefit). This theory forms the scientific basis for social learning in companies.
What are social learning platforms?
Social learning platforms are digital systems that enable collaborative learning. Learning experience platformsLXP) are at the heart of this and combine all functions for social learning: personalized learning paths, content sharing, social features, analytics and mobile optimization. They enable user-generated content, co-creation and content curation. These platforms transform employees from passive consumers into active creators of the learning process.
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