One of the building blocks of a successful organization is a unified culture and set of behaviours.
Every organization, big or small, has behaviours and expectations that are set out and lived by team members. Often times those behaviours are demonstrated by the leadership team first and then modelled by the rest of the team (whether desirable or not).
Below is an example of how social learning can happen in a negative context:
Negative social learning:
Positive Social learning
If you want to help develop a culture that you DO want in your organization, cross training and up skilling you team members and creating a path for them to be more engaged and more fulfilled in their work, can be established through social learning.
By fostering a social learning process, it creates opportunities for your team members to take on additional responsibilities, to engage with the people around them, and to improve the overall communication as a team. This allows you as a leaders to actually lead the organization, while mentoring your best leaders internally.
We might not always call it social learning, but fundamentally, if you can get your team to develop one another, then each person will benefit, and great teamwork and effectiveness will arise.
Our friends at Manilla recruitment made an infographic on social learning and how to incorporate it into your team. We've included some additional resources at the bottom to help you incorporate social learning into your organizational processes.
Are you wanting to address culture and engagement as part of your organizational strategy?
Reach out to us to learn more about how working with a facilitator can maximize the benefits of a strategic planning session: