Blog  Professional Development

How observational
learning affects growth
and development
By Dr. Kristi Leimgruber, PhD

April 25, 2024 - 20 MIN READ

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What is observational learning?

Why is observational learning advantageous?

Observational learning in practice

4 examples of observational learning in the workplace

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 4 stages of developing observational learning skills

Other types of learning

How coaching can help with observational learning

Next steps in observational learning

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.

What
What is
is observational
observational learning?
learning?
Observational learning is a form of social learning. It’s the
process of gaining new social information by watching
others. A viewer perceives a model’s behavior and retains it.
In doing so, they’ve identified a specific way to act in future
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similar situations.

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
The history
history of
of observational
observational learning
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
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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
Social learning
learning theory
theory vs.
vs. social
social cognitive
cognitive
theory
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.

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Why
Why is
is observational
observational learning
learning
advantageous?
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
Observational learning
learning in
in practice
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
The types
types of
of people
people who
who tend
tend to
to influence
influence
our
our observational
observational learning
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.

44 examples
examples of
of observational
observational learning
learning in
in
the
the workplace
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.

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

1.
1. Attention
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.
2. Retention
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.
3. Reproduction
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.
4. Motivation
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
Other types
types of
of learning
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
How coaching
coaching can
can help
help with
with
observational
observational learning
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
Next steps
steps in
in observational
observational learning
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.

PROFESSIONAL DEVELOPMENT

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Published April 25, 2024

Dr. Kristi Leimgruber, PhD

Dr. Kristi Leimgruber is a comparative psychologist whose research on the
psychology and evolution of cooperation has been published in peer-reviewed
journals such as Evolution & Human Behavior, Psychological Science,
Personality & Social Psychology Bulletin, and Current Opinion in Psychology.
Kristi currently serves as a Behavioral Scientist on BetterUp’s Labs team where
she works to leverage data to spark social and behavioral change.

Before joining BetterUp, Kristi was a Professor of Psychology and a

Postdoctoral Research Fellow at Harvard University. Her passion for
understanding human behavior has afforded her opportunities to work with
young children, monkeys, chimpanzees, and adults and has led her to the
conclusion that humans aren’t as unique as we’d like to think. Kristi did her
undergraduate work at the University of Wisconsin-Madison (go Badgers) and
received her PhD from Yale where she was fortunate enough to be co-mentored
by Drs. Laurie Santos & Kristina Olson.
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