"Classic training setups are optimized for control. You assign courses, enforce deadlines, and measure completion. However, it carries much less value when you need to prove that trainees' behavior changed in a way that the learning objectives mapped out. Learning is decontextualized. Courses exist separately from daily work. There's no visible peer influence. Learners don't see how others apply knowledge. Feedback is delayed or absent. Questions go unanswered, and insights disappear. Motivation is external. People learn to comply, not to improve."
"Most workplace knowledge isn't acquired through formal courses. It happens more naturally and subtly, through conversations, quick Slack messages, shadowing a colleague virtually, or observing how a manager handles a difficult situation in meetings or recorded scenarios. Formal training often documents this knowledge, but it rarely recreates the environment where learning feels organic. Social learning fills that gap. At its core, it's about observation, interaction, and shared meaning-making. These principles were described decades ago in social learning theory."
Most workplace knowledge is learned informally through conversations, messages, shadowing, and observing others rather than through formal courses. Formal training often documents knowledge but fails to recreate the organic, contextual environment where skills are applied. Classic eLearning prioritizes control, completion, and external motivation, which limits behavior change. Common problems include decontextualized content, lack of visible peer influence, delayed or absent feedback, and compliance-driven motivation. Social eLearning layers interaction and community on top of structured content to make learning more natural to apply, socially reinforced, and tied to everyday work situations in distributed teams.
Read at eLearning Industry
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