Effective learning in today’s work environment requires interaction, sharing knowledge, applying what is learned, and collective reflection. The power of collaborative learning also extends strongly to soft skills microlearning.
Collaborative learning enhances and deepens the absorption of new knowledge. When members of a work community share their perspectives on learning content, the outcome is more diverse than when studying alone. Studies indicate that people learn best alongside others.
– We are social beings and gain a lot of energy from others. By discussing together, new knowledge and structures are created, as each person interprets things based on their own history and experiences, says Academy of Brain’s learning consultant Hanna Puharinen.
Time constraints and scheduling challenges often hinder work-related learning: there is rarely time for long learning sessions. Microlearning has emerged as a solution to the fast-paced demands of the modern workplace and the need for efficient learning. It relies on delivering learning content in small chunks, accessible to learners through flexible technologies. Puharinen notes that microlearning supports collaborative learning exceptionally well.
– Short soft skills learning moments fit into everyone’s schedule, creating more opportunities for collective learning.
Research shows that the atmosphere within a group learning together significantly impacts learning outcomes. Investing resources into fostering a positive atmosphere and effective interaction is therefore crucial for organizations. It is also important to have a work culture that values learning.
– This value can be demonstrated, for example, by offering work time for learning. We encourage reserving at least fifteen minutes a week for collective soft skills learning. All of Academy of Brain’s soft skills training content is suitable for microlearning, making it easy to build models and structures for collaborative learning around them, Puharinen suggests.
6 tips for Collective Learning
1. Reflect with a mentor
The mentor-pair technique involves both partners independently studying a short training module and then discussing their insights. The content can differ for each, enriching shared reflections. Conversations with a mentor pair are often more focused and relaxed than group discussions and selecting one’s own mentor ensures good chemistry.
2. Microlearn in team meetings
Microlearning content fits well into team meetings or workshops. Include a short training video in the meeting agenda and discuss the insights together or in small groups. Conclude with agreements on how to apply the learning at work, and at the next meeting, share the experiences gained.
3. Discuss independently watched learning content
Team members can choose training content that everyone completes by a set date. Afterwards, they share their thoughts and ideas. After that they agree on how to apply the learning in practice and select the next content to study. Internal chat tools or workspaces are ideal for ongoing exchanges.
4. Utilize learning moments during leadership gatherings
Microlearning is perfect for leadership gatherings. View training content during a meeting, reflect on it together, and agree on practical applications.
5. Host asynchronous leadership sessions
Host asynchronous leadership sessions with shared tasks and learning materials. Each participant works on and comments on the content individually before coming together for a summary discussion.
6. Use performance appraisals to reflect on upskilling needs
Skill development is a key part of performance appraisals. A manager can task an employee to consider their development goals. Then, a learning path utilizing microlearning content can be built for the employee. Discussions can focus on insights gained, setting new goals based on what has been learned.
