We’re in the midst of the AI revolution, and it’s changing the face of Learning and Development (L&D). AI is transforming how people learn, work, and progress in their careers, bringing numerous benefits such as increased efficiency, personalized learning paths, and intelligent tutoring systems. Yet, as we navigate the new frontiers of technology – as L&D leaders or learners – we need to ask ourselves this: How do we balance the current emphasis on AI-powered learning with our need for human connection in the workplace?
The answer could be surprisingly simple. Collaborative learning addresses the limitations of solitary e-learning. It provides a social setting where learners can engage with peers, build institutional knowledge, and work together towards a common goal.
According to LinkedIn’s Workplace Learning Report 2024, creating a culture of learning is one of the top five focus areas for the year, and it has far-reaching positive outcomes. For instance, companies with strong learning cultures experience higher retention rates, greater internal mobility, and a stronger management pipeline compared to those with less commitment. It’s the shared vision, enthusiasm, and love for learning that drives them forward.
But what is collaborative learning at work, really? And how can your organization realize its full potential? This guide has the answers you’re looking for.
What is collaborative learning?
Collaborative learning in the workplace is a cohort-driven, interactive approach that empowers employees to learn with and from each other. Unlike traditional, solo e-learning, collaborative learning brings people together to progress through milestones and deadlines as a group, exchanging ideas, solving real-world problems, and sharing feedback.
Intrepid’s approach centers on active participation, where learners engage with peers, subject matter experts, and company leaders, making each learning experience immediately relevant and applicable to their roles. This shared journey not only builds essential skills but also creates a supportive, purpose-driven learning community that fosters continuous growth across teams and functions.
This collaborative approach is deeply rooted in established learning theories that highlight the social nature of knowledge-building and the power of shared experiences.
Collaborative learning definition in the corporate context: Collaborative learning in the workplace is a cohort-driven, interactive approach that empowers employees to learn with and from each other.
Social and collaborative learning theory
Lev Vygotsky, a pioneering Russian psychologist from the early 20th century, introduced the idea that learning is inherently social. He believed that people learn best through interactions with peers and mentors.
At the heart of Vygotsky’s social constructivism is the “zone of proximal development,” which refers to the gap between what a learner can achieve independently and what they can achieve with guidance. He argued that social interaction and culture shape knowledge and that language plays a crucial role in this process. This revolutionary idea laid the foundation for understanding how social dynamics influence individual growth and sparked a passion for creating vibrant learning communities where active collaboration thrives.
Bandura’s social learning theory of the 1970s took these ideas a step further, emphasizing the importance of role models and observational learning. According to him, people learn new behaviors best by watching others, imitating them, and learning from the consequences. This process of learning through observation is known as modeling and can happen both intentionally and unintentionally in learning environments.
But why stop there? Modern workplace learning has taken these foundational concepts and propelled them into the digital age. Let’s explore!
Principles of collaborative training in L&D
Today, we use technology to create new ways for learners to work together online in an attempt to make the learning experience more engaging and meaningful for them, while also being scalable. We see this in the rise of virtual learning environments, social learning platforms, and blended learning models that combine face-to-face and online interactions.
The following principles of online collaboration training have emerged in these contexts:
- Learning is social at its core. Employees learn from one another by discussing what they know and solving problems together.
- Learning is active. People learn best by engaging with information in meaningful and practice-oriented ways.
- Learning is context-dependent. New information is most beneficial when applied directly to relevant real-world situations as it is learned.
- Learners have diverse knowledge backgrounds. Everyone brings unique perspectives to learning environments, enriching the experience for both learners and instructors.
- Learning is continuous. The process of acquiring knowledge and skills happens every day and continues throughout life.
- Learning is community-building. Effective learning often involves teamwork and a shared purpose, fostering a sense of belonging and mutual support.
Key elements of a collaborative online learning approach
Collaborative online learning is more than just another L&D trend. It reflects a fundamental shift in how we work together. As organizations move away from rigid hierarchies and embrace flatter, more interdependent structures, the power of collective effort becomes undeniable.
Collaborative learning platforms like Intrepid support this shift by bringing together the energy of multiple minds and perspectives in a blended learning environment. In doing so, they promote a positive and inclusive atmosphere for growth, whether through real-time interactions, self-paced modules, or a mix of both.
The democratizing and empowering effects are evident in the key elements that define this corporate training approach. In essence, collaborative learning at work is:
Cohort-driven
E-learning is a solo affair, clicking “Next” all by yourself (even if your whole company has to take the same e-learning). Collaborative learning, on the other hand, is cohort-driven. You can go through the learning experience at your own pace (the “semi” in “semi-synchronous”) but keep up with your fellow learners and peers via milestones and deadlines on a weekly or monthly basis (the “synchronous” in “semi-synchronous”).
Collaborative learning leverages the best of the “wisdom of the crowds” by allowing learners to ask questions, get responses from both peers and subject matter experts/facilitators, see what other people have to say, and comment themselves.
It also makes way for great group projects and, well, learning collaboratively. This is learning with and from others, the way it should be. Here’s another way to put it: collaborative learning is NOT learning in a vacuum or subject to your own willpower. No, you share the learning journey with others across your company, on a macro and a micro level, with collaborative learning.
Interactive
Clicking “next” is boring and does not meet the true definition of interactivity in this day and age. Learners demand more! And collaborative learning gives it to them, with options for everything from reading to discussion boards to missions to watching videos to uploading their own videos, and that’s just for starters.
Groups can also work together within a collaborative learning experience even as they do the learning at their own pace, and at the best time of day/week for them.
In a collaborative learning experience, learners are asked to interact with peers, facilitators, SMEs, and company leaders. This can be through discussion boards, feedback on projects, time-stamped video practice responses, and so much more. It’s true interactivity when you can’t imagine the learning without the learner being present and a part of everything from the start.
Learner-centric
With a learner-centric approach, employees take ownership of their professional growth by curating personalized learning pathways that align with their specific roles, aspirations, and skill gaps. For instance, a sales representative struggling to close deals might focus on negotiation tactics, while a software developer seeking advancement might delve into leadership development skills. It’s the best of both worlds: focused learning, driven by the learners with the support and guidance of their peers.
Practice-oriented
Just as collaborative learning isn’t solo learning in a vacuum, it isn’t generic learning in a vacuum, either. Instead, it’s tailored for on-the-job applicability. By integrating company context and real-job problems, it surpasses off-the-shelf content that fails to bridge the gap between theory and practice at your company. Learners can directly apply new concepts to practice real skills on the job, reflect on their experiences, and share valuable insights with peers.
How is this done? By embedding elements such as the following into the learner experience:
- Bringing in senior members of your organization through short videos or office hours.
- Adding “grouting” between conceptual modules to explain how an idea or skill relates to your specific company’s goals and culture.
- Creating and responding to “bring your own problem”-type work in the flow of learning.
- Utilizing Missions to capture individual learner knowledge, allow them to share experiences, and apply real-world skills.
- Incorporating Projects with a group-focused approach, enabling a team to tackle a challenge collaboratively.
- Adding Video Assignments to provide a safe space to practice real-life scenarios—such as objection handling, communication skills, and coaching—before applying these techniques in the workplace.
- Providing a space for Peer Reviews to further enhance the experience by allowing learners to review and evaluate each other’s final assignments, gaining valuable perspectives and insights from colleagues.
Proactive and agile
A collaborative learning experience can be stood up fast. It’s not uncommon for organizations to launch the first two modules of a multi-module course before they’ve finished refining the rest, which means they can learn from rounds one and two and apply those learnings to the design and execution of the remaining ones without getting bogged down.
It’s also quite simple for a learning leader, subject matter expert, senior member of the organization, or facilitator to upload a weekly Q&A video or post that summarizes the themes of each week’s learner discussions.
In addition, previous runs of a program can be copied over and altered easily, making it simple to initiate a training program pilot before full launch, or deliver the same general learning to completely different audiences while still tailoring it for each type of learner set.
Measurable
Learning can greatly benefit a business, but you must be able to prove it. Collaborative learning is measurable in many ways, from tracking engagement to observing improvements in a sales team’s social selling indexes. Understandable back-end analytics, integrated with broader business metrics, are crucial for tracking progress and elevating workplace learning and development through data-driven insights.
Manager involvement is also vital, and a collaborative learning platform simplifies this. L&D measurement starts with basics like content consumption and interaction points but can extend further with some planning and creativity.
Why is collaborative learning so effective? 10 transformative benefits
One of the great things about the collaborative approach is how it brings together different ways of learning into a smooth, blended experience. Whether it’s self-paced modules, live virtual events, in-person workshops, or on-the-job tasks, collaboration ties everything together. Learners can easily switch between these methods, ask questions, share insights, and engage with peers and experts.
Without this, blended learning can feel somewhat scattered and overwhelming, which, let’s face it, is a surefire way to kill motivation.
However, the benefits of collaborative learning extend far beyond simple integration. For example, it can:
- Boost on-the-job application of new skills in real-world contexts, leading to greater efficiency, career development, and organizational performance.
- Stimulate deeper understanding and knowledge retention through active engagement and interaction.
- Create a more engaging and impactful learning experience that scales across your organization.
- Offer a cost-effective solution that delivers greater value for your L&D budget.
- Capture and preserve valuable tacit knowledge from experienced employees.
- Spark innovation and creativity by bringing together diverse perspectives and encouraging the co-creation of knowledge.
- Enable rapid information dissemination and iteration based on employee feedback, ensuring that critical knowledge reaches employees precisely when they need it.
- Encourage meta-cognitive skills, such as problem-solving and critical thinking, among team members.
- Foster a sense of community and shared purpose, which promotes a culture of continuous learning.
- Reduce instructor workload by fostering peer-to-peer learning and support.
Cohort-based collaborative learning: A catalyst for organizational performance
At Intrepid, we empower organizations to solve mission-critical business challenges through engaging and applied collaborative learning at scale. Our cohort learning platform enables employees to connect, practice, and develop skills, allowing businesses to create blended, context-rich learning experiences for workforces of any size and location.
But why is cohort-based learning so powerful? It takes the benefits of collaborative learning one step further by creating a structured and supportive environment for learners to engage with each other over an extended period of time. This means they not only learn from each other but also build relationships, accountability, and a shared sense of collective growth that fuels organizational success.
But don’t just take our word for it. Our research shows that organizations with collaborative learning solutions see:
- 52% improvement in employee engagement.
- 56% better efficiency.
- 54% improved skill development.
- 50% improved career development.
No wonder we’ve also found that high-performing organizations use 5.5X more collaborative learning than their lower-performing counterparts. They’ve witnessed firsthand its transformative impact on efficiency, skill development, engagement, career advancement, and overall business objectives.
Take ServiceNow, for example. They partnered with us to launch a collaborative learning program for their technical architects. The results? An impressive 27% increase in pass rates, a 3X increase in program scalability, and a nearly 43% boost in their net promoter score. That’s the kind of impact that gets noticed, not just by employees, but by the bottom line.
Summary
Collaborative learning isn’t just a training method—it’s a transformative approach that brings out the best in employees, fosters a culture of continuous learning, and drives measurable business outcomes. As AI in L&D reshapes the landscape, the need for human-centered, interactive, and practice-oriented learning has never been clearer. By implementing collaborative learning principles, organizations can cultivate engaged, knowledgeable, and adaptable teams ready to meet the challenges of a rapidly evolving workplace.
Ready to see more of the data and dive deeper into the advantages? Download our white paper, Collaborative Learning: The Key to Better Performance, to uncover how this approach empowers organizations to boost employee engagement, accelerate skill development, and drive impactful business results.
Frequently asked questions about collaborative learning in the workplace
What is collaborative learning in the workplace?
Collaborative learning in the workplace is a cohort-based, interactive approach that empowers employees to learn alongside and from each other.
What is an example of collaborative learning?
An example of collaborative learning at work is a cross-functional team completing a Mission to solve a real company challenge, like improving customer experience. Team members work on assignments, receive peer feedback, and provide input on others’ submissions, allowing everyone to learn from diverse perspectives and apply new skills in a meaningful way.
What is the goal of collaborative learning?
The goal of collaborative learning is to foster a social, cohort-driven learning environment where employees learn with and from each other, making the experience relevant, engaging, and applicable to real-world challenges.
What are the benefits of collaborative learning?
The benefits of collaborative learning at work include:
- Enhanced Knowledge Retention – Active engagement and social interaction deepen understanding, leading to improved knowledge retention.
- Real-World Skill Application – Learners apply new skills directly to workplace challenges, bridging the gap between theory and practice.
- Increased Learner Engagement – Collaborative and interactive formats keep learners engaged, countering the isolating nature of solo e-learning.
- Stronger Learning Culture – Collaborative learning fosters a culture of continuous learning, driving organizational commitment and growth.
- Improved Team Collaboration and Community-Building – Working in cohorts encourages teamwork, support, and knowledge-sharing among peers.
- Scalability and Flexibility – Cohort-based models can scale across organizations, meeting diverse learning needs and supporting enterprise-wide growth.
- Accelerated Skill Development and Career Growth – Collaboration with peers and mentors promotes rapid skill acquisition and career advancement.
- Data-Driven Insights and Measurability – Tracking learner engagement and outcomes allows organizations to assess impact and refine learning strategies.
- Reduced Instructor Workload – Peer-to-peer learning and feedback alleviate demands on instructors, enabling efficient program facilitation.
- Innovation and Creativity – Diverse perspectives and collaborative problem-solving inspire innovation, making learning impactful and relevant.
What are principles of collaborative learning at work?
The principles of collaborative learning include:
- The principles of collaborative learning include:
- Learning is social at its core.
- Learning is active.
- Learning is context-dependent.
- Learners have diverse knowledge backgrounds.
- Learning is continuous.
- Learning is community-building.
What are six components of collaborative learning?
Six essential components of collaborative learning in corporate training are:
- Cohort-driven learning
- Interactive experiences
- Learner-centric design
- Practice-oriented content
- Proactive and agile framework
- Measurable outcomes
