5 Ways to Incorporate Social Learning Into Your Training Programs

Social learning is simple: we learn by watching others, talking things through, and sharing experiences. Albert Bandura made this famous decades ago, but today, it’s more relevant than ever—especially in the workplace.

Why? Because learning isn’t just about reading slides or watching videos. It’s about connection. When people learn together, they remember more, apply it faster, and enjoy the process. The good news? You don’t need a fancy platform or big budget to use social learning. You just need a few smart ideas.

Here are five ways to bring social learning into your training—starting right now.

1. Peer Learning Groups

People learn better when they don’t feel alone. Peer learning groups create space for learners to talk, ask questions, and reflect together.

Keep it simple. After a module or workshop (or in-between modules in case of multi-module program), ask learners to meet in small groups (on- or offline). Give them a prompt or two to get the conversation rolling and just let them chat. The less supervision, the better as it invites organic dicussions with little to no restrictions.

In a customer service program, for example, learners can share real calls they’ve handled. They can swap tips, offer feedback, and learn from each other’s wins—and mistakes.

2. Collaborative Projects

Working with others helps people connect the dots faster. It makes learning feel real because what’s discussed comes from the real-world, rather than theory and books. It also builds teamwork as members are put in a situation where they need to find a solution to a common problem.

Design a task that requires learners to create something together. It could be a checklist, a presentation, a how-to guide. Anything that gets them talking and solving problems together.

In a leadership course, learners might build a mini-guide on how to give tough feedback. They’ll debate ideas, share stories, and walk away with something useful—and memorable.

3. User-Generated Content

Here’s a secret: people remember more when they teach others. That’s why user-generated content can be so powerful.

Ask learners to create something that shows what they’ve learned. It could be a short video, a one-page cheat sheet, a visual, a tweet or even a quick voice note.

Say you’re running a time management course. Ask each learner to share their top time-saving tip in a short video. Then, share these in your next session or on your platform. It’s low effort, high impact.

4. Social Platforms and Communities

Not all learning happens in sessions. A lot of it happens between them—during chats, quick questions, and idea swaps.

Use what people already love: conversation. Create a space for learners to share, ask, and explore. It could be a Slack channel, a Teams group, or a private LinkedIn space.

Try a “What I tried this week” thread. Learners can post one thing they applied from training and what happened. It’s quick. It’s real. And it builds momentum.

5. Mentoring and Buddy Systems

Everyone needs someone to learn from. Mentoring is a classic—and it works. It makes learning personal and it builds confidence.

Pair new learners with experienced peers. They don’t need to meet often – sometimes a once-a-month meeting can be a lifechanger or even a 30-minute chat each week can make a big difference.

In a new manager program, for example, buddy participants up with a more experienced leader from the organization. They can talk through real challenges, share tools, and help each other grow.

Wrap-Up

Social learning doesn’t need big budgets or complex tech. It just needs intention.

Start small. Pick one of these five ideas and test it. See what clicks. Then build from there.

And remember: people learn best with people. Give them that chance, and you’ll see the difference.

Sources:

Eby, L. T., Allen, T. D., Evans, S. C., Ng, T., & DuBois, D. (2008). Does Mentoring Matter? A Multidisciplinary Meta-Analysis Comparing Mentored and Non-Mentored Individuals. Journal of Vocational Behavior, 72(2), 254–267. https://doi.org/10.1016/j.jvb.2007.04.005
Fiorella, L., & Mayer, R. E. (2013). The relative benefits of learning by teaching and teaching expectancy. Contemporary Educational Psychology, 38(4), 281–288. https://doi.org/10.1016/j.cedpsych.2013.06.001
Gitinabard, N., Xue, L., Lynch, C. F., Heckman, S., & Barnes, T. (2017). A social network analysis on blended courses. arXiv preprint arXiv:1709.10215.
Gokhale, A. A. (1995). Collaborative Learning Enhances Critical Thinking. Journal of Technology Education, 7(1), 22-30. https://doi.org/10.21061/jte.v7i1.a.2