How learning happens in a group?

Have you ever wondered why intuitively you go to the next person for advice when you don’t know how to do something? Or why YouTube beats every formal learning system in not only popularity but learning outcomes?

We are social beings and learn from one another through observation, imitation and modeling. When our peers show us how to install an app or surf the waves, we follow their example. We are naturally tuned into recognizing our own competences in groups and compare how well we fare against others. The old saying “fake it till you make it” might actually benefit our learning since deliberate practice through imitation usually leads to results.

Modern workplaces tap into peer learning practices with bookclubs, mentoring programmes, user-generated content, job shadowing days and social learning interactivities. When these groups are led by peers, learning becomes more informal and engaging but they require a level of psychological safety to be successful.

When skill development is the goal, social learning offers great benefits for organizations. Learning from a more experienced colleague by modelling saves time and energy and may be valuable in sharing tacit knowledge inside the organization.

This is not, however, without its challenges. Many feel reluctant to post on channels or gather up in team bookclubs. This may require establishing an “influencer” culture where knowledge is openly shared by some and this practice then spreads to the entire company.