L&D teams are all too frequently swept up in the hectic pace of workplace learning. There is never time to think back on the previous learning module, much less take a moment to pause and enjoy the moment since you have to prepare the subsequent one yesterday. While working in a fast-paced workplace might have its advantages, training initiatives frequently advance when L&D teams take a moment to pause, take a deep breath, and consider how their learners are learning. This concept of learning about learning (metacognition) is a key tenet of cognitive learning theory.

Explicit And Implicit Learning

Central ideas in cognitive learning theory include implicit and explicit learning. Simply said, explicit learning needs conscious effort, whereas implicit learning takes place without it.

Implicit Learning

When you are not consciously aware that you are learning but afterward realize you have preserved or cemented knowledge, this is known as implicit learning, often referred to as unintentional, automatic, or subconscious learning. Implicit learning, therefore, happens on a deeper level.

Implicit learning is defined as "the non-intentional acquisition of knowledge about structural links between things or occurrences" by Science Direct. Talking, walking, riding a bike, eating, dancing, and many other activities are examples of implicit learning. Implicit learning occurs whenever you learn without consciously thinking about it.

Explicit Learning

Whereas, explicit learning happens purposefully and frequently via required Leadership Training or formal education at the university, institution, or school. Explicit learning is each time you actively and consciously pursue knowledge. There are many ways to learn explicitly, including reading a book, taking an online course, viewing a documentary, and everything similar.

According to 360 Learning, explicit learning activities allow you to express the precise ideas and abilities that you want a team member to comprehend. This is one of the advantages of explicit learning for L&D teams. According to Indeed, cognitive learning supports explicit learning by offering you outstanding knowledge of the topic and how it pertains to your work now and in the future.

All in all, a comprehensive and satisfying learning experience requires both explicit and implicit learning, which are complimentary.

It is crucial to understand both implicit and explicit learning from the perspective of cognitive learning theory. We may improve our understanding and embrace learning from a more knowledgeable and thoughtful perspective by comprehending these crucial learning processes. After all, the central theme of cognitive learning theory is learning about learning. Therefore, it's essential to comprehend how we frequently acquire knowledge without even realizing it - especially in the context of implicit learning!

Emphasizing Collaborative Learning

Another fundamental premise of cognitive learning theory is collaborative learning. Collaborative learning, as the name implies, takes place when teams of two or more learners get together to study, solve issues, or exchange new ideas, which is why good Leadership Training Programs leverage this kind of learning to make the training successful.

Collaborative learning at work may take many forms, including problem-solving across teams, assessing training programs, designing learning materials, and even inventing new products.

Advantages Of Collaboration

The fact that collaborative learning "actively encourages learners to analyze and synthesize knowledge and concepts, rather than employing rote memorization of facts and numbers," as Valamis puts it, is one of the major benefits of this approach.

Collaborative learning has several advantages for L&D teams. To begin with, 75% of workers believe that cooperation and collaboration are extremely essential, and they also know that when they cooperate often at work, they are 17% happier with their jobs overall (as per zippia.com).

A plethora of surveys conducted proved the fact that collaborative learning is more effective than learning individually. Many students agreed that collaborative learning helped them better understand the subject matter. They even asserted that through working together, they were able to develop a deeper grasp of particular techniques and procedures.

Moreover, Josh Bersin's research revealed that when students study alone, they often only retain 28% of the information two days later. This percentage increases to 46% after you read the information again to solidify your understanding.

This is due to the fact that "really conceptualizing, recalling, and employing knowledge is what develops the memory pathways that stick in your mind”, as put forward by Josh Bersin.

Furthermore, cognitive learning theory is pivotal to increasing our awareness of how we learn by helping us understand and actively participate in collaborative learning.

Prioritize Meaningful Learning

Finally but most importantly L&D teams would be advised to utilize cognitive learning theory while concentrating on meaningful learning. The idea of meaningful learning was popularized by American psychologist David Ausubel, who held the view that learning must be meaningful in order to be efficient and enjoyable. This concept needs to be followed in the Leadership Training Programs as well for better development of employees.

The basic idea of meaningful learning is displaying a connection to the learner's desired outcomes. Simply put, it's simpler for learners to insert new material in their brains, like puzzle pieces, when they already have relevant past knowledge. In contrast, while learning by rote, students are left in the dark, trying to put together a puzzle without a picture to help them or any edge pieces set the framework.

Final Words

By motivating teammates to share their knowledge, experience, skills, and gaps, democratizing the methods you exchange L&D information, and supporting learning behaviors across your business, you can start creating a collaborative learning work culture which can be greatly beneficial for a successful Leadership Transformation throughout an organization. So what are you waiting for? Step forward and take the initiative today to create a workplace where collaborative, explicit, and implicit learning takes place in a combined way. Only then the theory of cognitive learning will be practiced throughout the organization in true terms and which will lead to professional as well as organizational development as a whole.