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Quick Look Course Summary:Social Learning Course
  • Next Public Course Date:

  • Length: 1 day(s)

  • Price (at your venue): 1 Person R 3,982.50 EX VAT 3 Person R 2,729.81 EX VAT 10 Person R 1,885.40 EX VAT

  • Certification Type: Non-Accredited

  • Locations & Venues: Off-site or in-house. We train in all major city centres throughout South Africa.

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Social Learning Course: Introduction

This course is on the new social dynamic and group interaction.

Social Learning Course :Course Outline

Thanks to the internet and social media, everybody you know belongs to some kind of group, sometimes an online group and sometimes a real life group. Both types of social interaction require the same group dynamics to keep the group alive and moving forward. As our style of interacting socially has changed, our style of learning has changed. Older people may still feel comfortable in a lecture room style of learning, however younger people, raised on a diet of the internet and fast food, connect regularly online and what was first a game really (role-playing) , became an important teaching tool of tomorrow. This workshop examines social learning at work and the five elements needed to make learning at work in a socially integrated group effective and successful. Group dynamic Effective and constant communication is essential to any group’s survival. Collaboration is an important part of any group dynamic; any time group members work together they are collaborating. When creating social groups it is important to make sure they are diverse, diversity encourages learning. Social learning culture at work. For any group to survive at work, the company itself and the senior managers need to support and encourage a passion for learning. Social groups at work should be encouraged and group leaders should recognise achievements and expertise among members. The group must be safe for members to share their knowledge and negative feedback or criticism should be eliminated. People should be eager to learn and feel safe doing do. Social cohesion is gained by imitation and modelling positive role models. Role – playing Role-playing is the difference between theoretically learning and learning by practice. The group leader can identify work related scenarios and group members can add variables and assign roles. The group leader can prepare the role players and the whole group (if it is feasible to do so) can take turns acting out the scenario. In the workshop we present, we will teach participants how to debrief role players, and how to mirror good examples.TIP: General role-playing tips: Ask for feedback after the demonstration. Do not force people to participate in demonstrations. Pair the role-play with a game to make it more interesting. Try to keep the group small so that people can observe better. Utilizing the right tools There are many tools to use for social learning, too many to list completely in this newsletter – however there are some honourable mentions, such as mentoring. It’s a classic social teaching tool whereby the mentor teaches by example. Social media gets a mention because it is part and parcel of life today and will be tomorrow. Job shadowing is another teach by example tool and finally, there is gamification. It’s a fact that people learn more and learn better by making a game of things. Modelling and observational learning This is the core of social learning, people are inspired by leaders as well as peer role models. Being a role model boosts one’s self- efficiency and generates engagement socially. 1. Introduction
Workshop Objectives

2. Setting the right group dynamic (1)
Sharing of best practices
Refining ideas
Case study

Setting the right group dynamic (2)
Diversity builds knowledge
Social interactions
People are different
Dealing with difficult people
Case study

4. Develop a social learning culture at work
Making the connection
Tagging star employees
Recognising teaching moments
Culture of questioning
Case study

5. Developing a social learning culture at work (2)
Safe to share environment
Instilling a passion for learning
Instil a sense of shearing
Learning in the social unit
Case study

6. Develop a culture of social learning at work (3)
Remove fear of feedback
Creating a social unit
Imitation and modelling
Empowering learners
Case study

7. Role playing (1)
Identify work related scenarios
Add variables
Assign roles
Prepare Role Players
Case study

8. Role Playing (2)
Act it out
Mirror good examples
General Role playing tips
Case study

9. Utilising the right tools (1)
Social media
Critical thinking
Case study

10. Utilising the right tools (2)
Relevant Resources Selection
Job Shadowing
Knowledge management
Social facilitation
Case study

11. Modelling and observational learning
Inspired by leaders
Boosting self-efficacy
Peer role models
Generating engagement
Case study

12. Topics not discussed
Post workshop overview

Social Learning Course: Course Duration

1 day/s

Who should attend: Social Learning Course

Managerial course – general and marketing.

**Quote does not include Any Exam Fees (if applicable)

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