What is social learning theory?

In training and education, understanding how people learn is just as important as what they learn. Social learning theory, developed by psychologist Albert Bandura, is one of the most influential frameworks in this space: it shifts the focus from isolated instruction to the importance of observation, imitation, and interaction in shaping behaviour and acquiring knowledge. For modern training providers, this theory offers valuable insights, reminding us that learning isn’t just an individual process, but a social one. And with the right digital tools, training can be more collaborative, more engaging, and, ultimately, more effective. In this article, we’ll explore what social learning theory is, why it matters in training, and how digital tools support the principles of social learning for learners and training providers alike.

 

Definition: What is social learning theory?

Social learning theory, developed by Canadian-American psychologist and professor Albert Bandura in the 1970s, is a framework for understanding how people acquire new behaviours, skills, and knowledge – not just through direct experience, but by observing others.

The core principle of social learning theory is that much of human learning happens in a social context. Unlike traditional learning theories, which emphasise learning through repetition or reinforcement alone, social learning theory highlights the importance of observation, imitation, and modelling. Learners don’t need to experience everything firsthand to learn from it: they can watch someone else perform a task or solve a problem and learn just as effectively.

Bandura demonstrated this idea through the ‘Bobo doll’ experiment: an experiment which involved exposing children to adults interacting aggressively or non-aggressively with a Bobo doll.

The study demonstrated that children who observed aggressive behaviour towards the doll were more likely to imitate that behaviour themselves. This showed that people – especially in the early stages of development – are highly influenced by the behaviours they see modelled around them.

In the context of training and education, social learning theory reminds us that learning doesn’t just happen through isolated study or instruction: it’s also shaped by peer interactions, collaborative environments, and exposure to role models. This understanding profoundly impacts the design of modern training programmes – especially in digital or blended learning environments where social features can enhance engagement and outcomes.

 

Core concepts of social learning theory

Albert Bandura’s social learning theory is built around several key concepts which explain how people learn from one another. Understanding these core ideas can help training providers design more effective learning environments that go beyond passive knowledge delivery.

 

1. Observational learning

At the heart of social learning theory is observational learning, also known as learning by watching. This means that individuals can acquire new behaviours simply by observing how others act – especially when those behaviours are followed by positive outcomes.

In training settings, learners often benefit from seeing demonstrations, walkthroughs, or more experienced peers approach tasks. These examples act as cognitive blueprints guiding their own actions.

 

2. Modelling

Modelling is closely related to observational learning: it’s the process of demonstrating a behaviour for others to observe and imitate. The effectiveness of modelling depends on the characteristics of the model – e.g. creditability or relatability – and how well the behaviour is demonstrated.

For training providers, this could mean using expert-led video tutorials, peer-led learning sessions, or interactive role-playing scenarios to help learners visualise what success looks like in practice.

 

3. Vicarious reinforcement

Learners don’t just observe behaviours: they also observe the consequences of those behaviours. When someone sees another person rewarded for an action, they’re more likely to imitate it – this is called vicarious reinforcement.

In a training context, highlighting examples of good performance and recognising successful learners publicly can reinforce desired behaviours across a group.

 

4. Self-efficacy

Self-efficacy is a learner’s belief in their ability to complete tasks and reach goals. According to Bandura, this confidence plays a crucial role in motivation and perseverance. Learners with high self-efficacy are more likely to take on challenges and persist through difficulties.

Training programmes which provide supportive feedback. Incremental challenges, and visible progress tracking can help boost learners’ self-efficacy.

 

5. Reciprocal determinism

Bandura also emphasised that learning isn’t one-way: instead, behaviour, personal factors – like beliefs and attitudes – and the environment all influence one another in a continuous loop. This is called reciprocal determinism.

For training providers, this is about recognising that learning environments should be dynamic. The more learners are empowered to engage with content, peers, and trainers, the more the environment adapts and encourages deeper learning in return.

 

Why social learning matters in training

In today’s fast-changing world, effective training isn’t just about delivering information: it’s about fostering environments where people can engage, share, and grow together. Social learning theory offers a powerful framework for doing just that.

Here’s why it matters:

 

Learning is a social process

Whether it’s in the workplace, the classroom, or online, people often learn best through interaction. Watching how others solve problems, discussing ideas, and receiving feedback from peers can deepen understanding and build confidence.

For training providers, this means learning should be more than a one-way transfer of knowledge: it should be participatory, collaborative, and dynamic.

 

Peer influence drives engagement

When learners see peers engaging actively or achieving success, it motivates them to do the same. Peer-led discussions, collaborative projects, and group activities all harness this natural drive to learn from others.

Encouraging learners to support and learn from one another can increase engagement and create a more inclusive learning culture.

 

Real-world skills are best learned in context

Many competencies – especially interpersonal, technical, and leadership skills – are difficult to teach through instruction alone. Social learning allows learners to see how these skills are applied in real scenarios and gives them the chance to practice, reflect, and improve in context.

This kind of experiential learning helps bridge the gap between theory and practice.

 

Supports continuous learning

Social learning doesn’t end when the training session does. Through online communities, forums, or peer networks, learners can continue to exchange insights and stay engaged with the content long after formal training is over.

This makes learning more sustainable and scalable – something every training provider aims for.

 

How digital tools support social learning

Modern cloud-based platforms have made it easier than ever to put the principles of social learning theory into practice. With the right digital tools, training providers can create collaborative environments that encourage observation, interaction, and peer engagement – core elements of social learning.

Here’s how these tools are supporting social learning:

• Peer-to-peer interaction: Features like discussion boards, chat functions, and group forums enable learners to connect, ask questions, and share experiences, fostering community and reinforcing learning through dialogue.
• Learning by watching: Seeing how others approach a task can be more impactful than simply reading about it. Video tutorials, live demonstrations, and recorded peer sessions allow learners to observe skills in action.
• Recognition and feedback: Learners are motivated when they see others being recognised for their efforts and achievements. Built-in feedback tools, peer reviews, and digital badges promote engagement and reinforce positive behaviours.
• Real-time collaboration: Learners benefit from each other’s knowledge while actively shaping the learning environment themselves. Tools that allow for group projects, shared documents, or real-time collaboration simulate real-world teamwork, supporting reciprocal learning.

 

The benefits of digital tools for training providers

Integrating digital tools with social learning strategies doesn’t just benefit learners: it creates significant advantages for training providers, too: 

• Stronger learner engagement: Social features keep learners active and involved, increasing participation rates and reducing drop-off.
• Scalable learning experiences: Providers can facilitate group-based learning, mentoring, and peer interaction at scale – without needing to be present for every interaction.
• Better learning outcomes: When learners collaborate, reflect, and learn from each other, they’re more likely to retain knowledge and apply it in real-world situations.
• Actionable insights: Digital platforms generate data on learner interactions, engagement patterns, and performance, giving providers valuable feedback to continuously improve their programmes.
• Support for blended and remote training: Social learning tools bridge the gap between in-person and online training, creating a sense of community even when learners are geographically dispersed.

By combining the principles of social learning theory with the power of digital tools, training providers can deliver richer, more engaging learning experiences while gaining the flexibility, scalability, and insight needed to continuously improve.

In short, social learning supported by technology doesn’t just enhance how people learn: it also elevates how providers teach.

 

Empower social learning with FrontCore

Social learning theory shows us that people learn best not just through instruction, but through interaction, observation, and shared experience. By applying these principles, training providers can create richer, more dynamic learning environments to truly engage and inspire.

With the right digital tools, bringing social learning to life is easier than ever. Whether you’re supporting peer collaboration, encouraging feedback and recognition, or delivering real-time learning experiences, technology can help make your training more impactful and scalable.

FrontCore’s powerful training solutions are designed to support exactly this kind of modern, connected learning.

Streamline your operations and build collaborative, learner-driven experiences with FrontCore’s all-in-one Training Management System (TMS).

Or enhance your digital offering with our new Learning Management System (LMS) – complete with interactive features, AI-personalisation, and social learning capabilities to keep learners engaged.

Equip your training programmes for the future of learning.

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