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Enterprises are dealing with a highly volatile market in 2021, and resources are scarce. With resources being the most expensive elements of any...
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Skill Source : Apr 1, 2019 2:28:00 AM
Many enterprises are abandoning more traditional learning methods in favor of social learning strategies that utilize online learning, mentorship and social learning. Executives are finding that social learning is an easier and faster way to change undesirable behaviour, build a positive and productive work ethic and enhance employee skills.
While there is still a need for more traditional learning methods and environments, organizations are increasingly seeing value and results after deploying social and informal learning platforms where employees can network and collaborate to solve enterprise issues. While not a new concept, social learning theory is gaining traction quickly and promises to be the way of the future. But what is social learning theory, and how are enterprises applying social learning theory in the workplace?
Developed by psychologist Albert Bandura, social cognitive learning theory is a process that takes place when employees interact, observe or receive direct instruction in a social or information context, even in the absence of traditional instruction and reinforcement, or even physical reproduction of the task. The theory is based on social studies of human development, which largely relies on visual, spoken or kinesthetic learning styles to grasp new information, which is then applied to daily tasks at home and at the office.
Bandura based his social learning theory on a common-sense approach to learning, watching how we interact naturally with our peers and society, and adopting the most effective information conveyance methods. His research suggests that 70% of a person’s learning happens through personal experience, 20% through interactions with peers, and 10% in instructor-led classroom environments.
There are 5 principles of social learning generally accepted as part of Bandura’s theory. Let’s explore each principal and how it contributes to the overall theory, and ultimately, the success of employees.
The most important element of social learning theory is observation of others behaviours, and then imitation of them. According to Bandura, observation is just the first step, requiring the rest of the four mediational processes to really sink in and take effect.
Focus is critical to social cognitive learning theory, as we obviously can’t learn without paying attention. The learning must ensure that they are distracted or attempting to multitask, to ensure the quality of learning through observation. The behavior we want the learner to imitate should have their total attention, with no outside factors or distractions.
Humans retain information by internalizing it and filing it away in their subconscious. Many find that they can instantly recall similar situations and even respond automatically, with very little front-brain thought at all. By combining observation and attention, we ensure that the learner has the best chance of retention of information.
The next step is reproducing the behavior, skills or knowledge that we observed, focused on, and then retained. The more times you reproduce the behavior, the faster your mental and physical response will be in the next similar situation.
Following these steps is important to social learning theory, but doesn’t provide a 100% guarantee that the person will be able to recreate the behavior. Physical limitations could keep the employee from reproducing the behavior, while the employee has a perfectly wonderful understanding of the process.
Motivation is the final step, and necessary for humans to do anything at all. Just like animals, humans are often motivated by an outside entity offering a reward or punishment for acting or not acting. Our experience is what often motivates us to act, or remain still.
All the previous steps would be impossible without the will to act, making motivation one of the most important principles of social learning theory. It’s important to ensure that the learner has both positive reinforcement and consequences, to motivate them to observe, learn, retain and reproduce.
For more information on social learning theory, and how it’s applied by professionally trained learning consultants, reach out to SkillSource, learning strategy and social learning gurus.
Social learning in the workplace might sound like a complex adjustment, especially if you’ve typically relied on traditional, instructor-led training. A few of the recommended strategies proven to successfully introduce and implement social learning theory in the workplace include:
All learning can be broken down into either implicit learning, where you learn without conscious effort, and explicit learning where you consciously participate in the learning process. Social learning theory ensures that both types of learners are encouraged, supported, and ultimately, successful at their roles. Deploying a social learning strategy in the workplace will ensure employee satisfaction, upward mobility, and even future financial success.
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