About This Course
We are continually placed in social learning situations. Whether we are continuing education, learning new skills at work, or participating in a club; learning often takes place in social settings. By fully understanding the process of social learning, it is possible to enhance both social and learning skills to reap the full benefits of any social learning situation.Please login.
Learning Objectives
We are continually placed in social learning situations.
Whether we are continuing education,
learning new skills at work, or participating in a club; learning often takes place in social settings.
By fully understanding the process of social learning,
it is possible to enhance both social and learning skills to reap the full benefits of any social learning situation.
Curriculum
8h
Setting the Right Group Dynamic (I)
Setting the right group dynamic (I) involves fostering a positive environment through clear communication, inclusivity, and mutual respect. Establishing roles and encouraging collaboration enhances engagement and facilitates effective learning among participants.
Setting the Right Group Dynamic (II)
Setting the right group dynamic (II) includes recognizing individual strengths, encouraging diverse perspectives, and building trust. Regular check-ins and feedback promote cohesion, ensuring everyone feels valued and contributing to a supportive learning atmosphere.
Develop a Social Learning Culture at Work (I)
Developing a social learning culture at work (I) involves promoting collaboration, knowledge sharing, and open communication. Encourage mentorship and peer learning opportunities to foster continuous growth and enhance team cohesion.
Develop a Social Learning Culture at Work (II)
Developing a social learning culture at work (II) includes utilizing technology for knowledge sharing, hosting regular training sessions, and recognizing contributions. Celebrate learning achievements to motivate and reinforce a culture of continuous improvement.
Develop a Culture of Social Learning at Work (III)
Developing a culture of social learning at work (III) involves creating safe spaces for experimentation, encouraging feedback, and integrating learning into daily activities. Leadership should model learning behaviors to inspire and engage employees.
Role Playing (I)
Role playing (I) is an interactive method where participants act out scenarios to practice skills, enhance understanding, and explore different perspectives. This approach fosters empathy, builds confidence, and improves problem-solving abilities in real-life situations.
Role Playing (II)
Role playing (II) allows for feedback and reflection on behaviors and strategies used during scenarios. It encourages collaboration, creativity, and critical thinking, making it a valuable tool for training and development in various contexts.
Utilizing the Right Tools (I)
Utilizing the right tools (I) involves selecting appropriate resources and technologies to facilitate social learning. Tools like collaborative platforms, discussion forums, and multimedia resources enhance engagement, streamline communication, and support effective knowledge sharing among teams.
Utilizing the Right Tools (II)
Utilizing the right tools (II) also includes training staff to effectively use these resources. Continuous evaluation of tool effectiveness and adapting to team needs ensures sustained engagement and maximizes the impact of social learning initiatives.
Modeling and Observational Learning
Modeling and observational learning involve acquiring skills and behaviors by observing others. This approach highlights the importance of role models, enabling individuals to replicate successful actions and strategies, thereby enhancing personal and professional development.
Post-Test
Post-Test
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