Table of contents
Overview
Collaborative-interactive learning is one such way where knowledge gain happens through conversations with peers. It works with superiors as well through self-evaluation and discussion of business scenarios. This is all about brainstorming and experimenting that occurs during an intense discussion which leads to new ideas. By integrating the famous 70:20:10 model, organizations can better understand how social interaction drives professional mastery.
The 70:20:10 Learning Model
A common learning model which manifests in organisations with respect to employee learning is the 70:20:10 rule:
- 70% of learning occurs through implementation on the job.
- 20% occurs through interactions and discussion.
- 10% occurs through educating themselves in trainings (offline + online).
How does it work?
The origin of thoughts of implementation takes place. This is because of shared learning and interactions. Although this ranks second and mildly significant, it is the stage where innovations arise. This type of learning utilizes real cases. It allows the learner to react to situation faced while performing the job role.
Problem Solving through Synergy
Everyone’s problem is unique and definitely synergistic learning offers a deeper picture to handle. The whole point of shared learning is not about eliminating the teachers in offline as well as online (e-learning and LMS). Instead it is used to actuate the participation of employees for making them efficient.
Activating Collaborative Learning
For managers, to activate this learning to a desired level – a short but specific goal could give a good start.
Strategies for Implementation:
- Document Sharing: Ways like sharing documents frequently, both offline and online, have a direct effect.
- Accessibility: Having training booklets and product manuals within one’s reach can very much help in gaining the theoretical perception.
- Digital Transformation: Technologies can make this possible these days by creating personalised experiences. A good example is through a mobile app which could transform whatever mentioned above to digital.
Measuring Success and Feedback
Organisations can measure the effect of collaborative learning through setting benchmarks and goals. It can be used to check on if the numbers are moving on the respective scales.
When there is a stagnant pointer then adaptations in the course content as well as the discussion possibilities could be improved to make positive results. Examples of positive results could be:
- Positive sales cycles.
- New hire retentions.
- Subsequent promotions.
Employee feedback plays a major role as they are the participants; contemplating their opinion would be of top priority while strategizing new methods.
FAQ
Q:If only 20% of learning comes from interaction, why is it called the stage where innovation arises?
A:While the 70% (on-the-job experience) provides the “doing,” the 20% (interaction) provides the “thinking.” Conversations with peers and superiors allow employees to question existing processes and brainstorm new ways of working. This social friction is what sparks new ideas that aren’t usually found in standard training or solo implementation.
Q:Does collaborative learning replace the need for an LMS or teachers?
A:Not at all. Collaborative learning is designed to supplement, not eliminate, formal education. Teachers and Learning Management Systems provide the 10% foundational knowledge. Collaborative learning then “actuates” that knowledge, turning theory into practice through peer support and shared experiences.
Q:How do mobile apps help in a collaborative learning environment?
A:Mobile apps act as the bridge between individuals. They allow for instant document sharing, quick access to product manuals, and digital discussion forums. This ensures that the “20%” of interaction can happen anytime and anywhere, not just during scheduled meetings.
Final Thoughts
Collaborative-interactive learning turns every workplace conversation into a potential growth opportunity. By recognizing that 20% of professional development happens through the synergy of a team, managers can focus on building environments that encourage shared wisdom. When employees feel empowered to discuss real business scenarios and access support tools on the move, the stagnant numbers begin to move. The goal is to move from a culture of “telling” to a culture of “sharing,” ensuring that every team member can perform at their peak.
To know more about the how technology is enabling collaborative learning, ask for a FREE demo of Stratbeans Consulting’s online and mobile learning and performance support products.
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