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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 4,475.00 EX VAT 3 Person R 3,399.06 EX VAT 10 Person R 2,529.41 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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