How observational learning affects growth and development

As professionals, we can learn how to speak, act, and do by watching those around us. You may observe how a colleague communicates with your manager on sensitive issues. Or, you might learn about a new scheduling tool after seeing a coworker use it. Whether in the workplace or your everyday life, you can observe how others act and learn from it.

Observational learning is one method of adopting new skills or understanding the world. It allows you to learn certain behaviors without direct instruction.

Children often learn through observational learning unintentionally. But as adults, we can fine-tune our observational learning skills. Such learning abilities help with personal development and achieving our goals. Let’s take a closer look at the social psychology behind observational learning, how it impacts our day-to-day lives, and tips for mastering it.  

For example, say you want to learn to become a better public speaker. You may watch videos online or observe other speakers to understand their approach. Now, you model the desired behavior and practice it. With enough practice, you acquire a new skill. 

In 2021, the National Library of Medicine (NLM) published a study emphasizing the importance of cognitive flexibility in observational learning. Cognitive flexibility is your brain’s ability to change when learning new behavior.

Social learning is a process of acquiring new behavior or knowledge by watching others. Our brain processes others’ actions and the following negative or positive outcomes. This analysis tells us how to react when encountering the same situation. For this reason, observational learning isn’t imitative learning. Rather, it’s learned behavior.

An earlier NIH study documented mammal brain activity in response to observational learning. Psychologists at the Picower Institute for Learning and Memory at the Massachusetts Institute of Technology discovered the mirror neuron system of our brain that activates during imitated behavior only partially turns on during observational learning. Instead, our amygdala and anterior cingulate cortex (ACC) activate. Both of these parts of the brain contribute to social cognition. When a human receives a new cue through observation, these parts of the brain ignite. In doing so, they make way for social learning.

The history of observational learning

Early observational learning research began with psychologist Albert Bandura. He believed that not all learning happens through classical conditioning and operant conditioning. Rather, observational learning relies on perception and interpretation. One of the most famous instances of experimental child psychology is Bandura’s Bobo Doll Experiment. 

During the experiment, a child watches a video of someone kicking or yelling at the Bobo doll. In some cases, the person in the video receives a scolding for their violent behavior. In other cases, though, no punishment follows the person’s actions. After finishing the video, the child enters a room with the same doll.

Bandura discovered that children were more likely to mimic violent behaviors toward the doll after watching the video in which no consequences occurred. Children who saw a punishment follow such behavior were less likely to act violently.

The study revealed the power of social learning through external and vicarious reinforcement. Bandura spearheaded what we refer to today as social learning theory. He discovered that learning happens vicariously while observers witness an accepted act. The child learned “acceptable” social behavior based on negative consequences or positive feedback.

Social learning theory vs. social cognitive theory

Some academics refer instead to “social cognitive theory.” Others say that social cognitive theory (SCT) is a synonym for social learning theory. Many sources credit Bandura with both developmental theories. Social cognitive theory is also a popular psychological review method in public health.

In 2022, Wayne LaMorte, Ph.D., Professor of Epidemiology and Assistant Dean for Education at Boston University School of Public Health, claimed that social cognitive theory started as social learning theory and developed into social cognitive theory in 1986. LaMorte states learning in social contexts is dynamic and reciprocal. The emphasis on social reinforcement is a unique feature of SCT. 

LaMorte laid out six tenets that apply to both theories. He said social cognitive theory added self-efficacy to this framework.

1. Reciprocal determinism: dynamic and reciprocal interaction of person, environment, and behavior
2. Behavioral capability: the ability to perform a behavior through knowledge and skill
3. Observational learning: the ability to observe the behavior of an individual and replicate it in a similar context
4. Reinforcements: responses to a behavior that predict the likelihood of the individual doing it again
5. Expectations: anticipated consequences of behavior
6. Self-efficacy: level of confidence in the ability to successfully perform a behavior

How do professional cultural norms impact observational learning? Observational learning differs among different work cultures. For example, one office space may gravitate toward a more casual dress code. Another may require professional wear. Say the dress code isn’t outlined in your onboarding documents. Your observational learning skills will inform the accepted way to dress.

Humans are inherently social beings. Negative social feedback tells us how to avoid antisocial behaviors. At the same time, positive feedback prompts acceptable behavior. We’re prone to modeling behavior perceived as socially accepted. After trial-and-error learning, we form an opinion on which behaviors are optimal.

Why is observational learning advantageous?

In 1977, Bandura said that learning would be “laborious” if we relied solely on the effects of our actions. To him, it’s fortunate that human development can progress through modeling. By observing an individual’s actions, one gains an idea of how to perform those behaviors. Observational learning teaches us how to act appropriately in certain contexts. 

You may see someone open a door for a stranger and receive thanks. Or a coworker sends out a detailed meeting agenda before a call, and meeting attendees voice their appreciation. In both cases, one witnesses the gesture and identifies that appreciation. So, it becomes a considerate behavior to model. 

Here are some additional advantages of observational learning and social learning theory:

• You’re learning a new skill: Self-directed learning is key to acquiring new skills or information. If you’re learning it by observation, it’s an applicable skill for your current setting. You can use it now. But it’s also transferable to future jobs if the skill is something like public speaking or writing. 
• It reinforces positive behaviors: In a workplace, observational learning can help boost morale. A new employee may learn from a more seasoned one and quickly adapt to their new work environment. 
• It creates a high degree of accuracy: If you receive social learning from an experienced figure, you can be more confident it’s correct. Say you learn how to use a new Excel shortcut by watching a colleague well-versed in the software do it. Now, you’ve learned a new skill that’s accurate. 
• It can help maintain mental fitness: This is the ability of our minds to maintain a consistent state of well-being and cultivate awareness. We stay mentally fit while learning, growing, and setting new goals. 

Both observational learning and social learning theory aren’t limited to hard skills. You may watch someone navigate a challenging situation, granting themselves self-compassion and grace. After making this observation, you may work toward implementing the same approach. With practice, you can work toward extending the same sentiment toward yourself in tough situations. 

As inherently social beings, it’s no surprise that we learn from each other. Sometimes we do it without thinking. Other times, we intentionally note that a specific way of doing or being is most effective. Either way, fine-tuning your observational learning skills can prove valuable.

Observational learning in practice

Observed learning doesn’t always translate to acceptable behavior. Because of this, observational learning overlaps with abnormal and social psychology. Say you witness a certain behavior that goes unpunished or receives a reward. It’s more likely that behavior will be deemed acceptable based on the response it garnered.

The types of people who tend to influence our observational learning

We can technically learn new behavior from anyone. However, we tend to pay close attention to individuals in positions of authority, people we admire, or other specific individuals. Depending on our personalities, beliefs, or interests, we may observe and model a daily learning habit after people who:

• Sit in a place of authority or status, such as older family members, a company’s leadership, or a mentor 
• Reward us or others for certain behavior
• Present expertise or knowledge in a particular field that is relevant to our career path or life goals 
• Look like us in appearance, age, career, or hobbies. Perhaps they’ve accomplished something we’re working toward, so we look up to them.

4 examples of observational learning in the workplace

We’re drawn to these individuals because we see ourselves in them, or they’ve achieved something that draws our respect. Here are some specific observational learning examples:

1. On your first day at a new job, you may watch where your colleagues eat lunch. They may all head to the company cafeteria or stay at their desks.
2. You might watch a video tutorial if you want to learn how to use new audio editing software. You’ll likely see someone else use the tool to learn how to do it yourself.
3. You could see someone practice emotional regulation in a difficult situation. You might see them making mistakes at work or receiving constructive feedback.
4. You watch where a crowd moves after departing a subway train to learn the locations of the nearest exit.

Learning new information is important for career advancement and personal growth. Observational learning can help us take in a new environment and understand the behavior that will help us be successful. There will still be a period of trial and error, but perhaps with fewer errors.

4 stages of developing observational learning skills

Observed behavior can be an asset in our day-to-day lives. There are four stages to develop greater observational learning skills. 

1. Attention

The first stage of observational learning is paying attention. You watch someone in your environment to see how they perform a task or act. 

Say you want to grow into the marketing manager role at your company. You probably pay attention to how a current manager conducts themselves and the work they do. Say they give a presentation on last quarter’s performance numbers. You might notice them acting calm, confident, and engaging with little or no effort. 

Watch how they handle the presentation and identify which characteristics make them successful. Note their facial expressions, descriptive words, or body language while presenting. 

Additionally, pay attention to the presentation style. Look at how each slide’s design expresses its key points. See how the current manager maintains a steady presentation page. In this example, you watch people’s behavior to pinpoint what makes them successful. The observed behavior informs the characteristics or skills you should focus on developing. 

2. Retention

Retention is the second stage of observational learning. Once you’ve noted the observed behavior, you need to remember it. Let’s continue using the same example from above. You observe the marketing manager being calm and engaging during an important presentation. Now, you remember and strive for those mannerisms. 

You may even continue to observe and grow your knowledge. See which gestures earn the manager positive responses from their peers. Do those leadership qualities align with the ones you identified during the presentation?

Sometimes, observational learning involves taking in a lot of information. To make remembering easier, use a mnemonic device or a daily learning habit. Whatever strategy you use, try to align it with creating actionable goals.

3. Reproduction

For stage three, we need to take a look at reproduction. Reproduction is the stage where you model the behavior you’ve observed. 

Say you’ve been watching how the marketing manager builds slideshows and presents. Now, you have an opportunity to present your work. It’s an opportunity to practice these new skills. Consider asking a coworker for feedback on your slide deck. Maybe you run a practice presentation with a trusted colleague in advance. 

Expect plenty of trial and error. It likely took the marketing manager years to fine-tune their public speaking skills. But you can practice presenting confidently and pay attention to what goes well and what doesn’t. In this way, you can double down on your observational learning. Identify specific parts of your presentation that you could improve and focus there. 

4. Motivation

Finally, motivation is the fourth stage of observational learning. It requires personal motivation to work on your goals. With any new goal you set out to achieve, accomplishing it takes practice. Strive to be patient with yourself. Try not to get discouraged if your presentation doesn’t exactly go as planned.

Other types of learning

To be effective, observational learning relies on an individual’s ability to perceive and infer social behavior. However, it’s one of several different learning styles. Depending on the context and your personal preference, one may prove more effective than another. A popular learning framework is Neil Fleming’s VARK model:

• Visual
• Auditory
• Reading/writing (verbal)
• Kinesthetic (physical)

The best personalized learning is the one that works for you. Some of us gravitate toward learning from charts or graphs, so we’re visual learners. Others learn through trial and error, so they’re kinesthetic learners. Many people prefer forms of direct instruction, such as advice. Social psychology, of course, is another framework for learning styles. As you grow your skills, it’s important to identify which methods help you learn effectively.

How coaching can help with observational learning

Sometimes we find ourselves in entirely new environments or social settings. We may have much to learn and become overwhelmed trying to find somewhere to start. If you’re looking for guidance on how to learn, develop, and grow — both personally and professionally — a professional coach can help. With a coach, the trial-and-error learning process will be much less painful.

Coaching is an individualized process catered to your goals and skills. For example, you may have identified skills you want to develop based on your workplace observational learning. A coach can help you devise a step-by-step plan to strengthen these skills. 

No matter your goal or learning style, a coach can be the professional help that sets you on a path to feeling more fulfilled.

Next steps in observational learning

In all learning modes, the goal is to take in new information and develop skills. Observational learning is no different. It’s often the first step in discovering areas where you’re interested in becoming proficient.

The next step is zooming in on those skills and goals and building a plan to achieve them. BetterUp coaches use science-backed strategies to guide you toward your goals. With their help, you can devise a strategy to make huge strides toward your personal and professional objectives.