Social learning is an approach for tackling complex environmental problems. These challenges often involve high uncertainty, many stakeholders, and disagreements about causes, effects, and desired outcomes.
There is no single definition of social learning, but most descriptions of it highlight dialogue between groups. These interactions help people to better understand different points of view, and develop processes for collective action and reflection over time. This post provides a brief introduction to the concept. More information and links to online resources can be found on the LfS social learning page. Additional links in this post explore various aspects of social learning.
To start, social learning is not simply teaching others what we think they need to know. That’s information dissemination, advice—or even indoctrination. Social learning goes beyond spreading information or hosting isolated events like workshops. While these activities can contribute, they are most effective when part of an ongoing, collaborative process. Effective social learning is supported by interconnected strands, including: i) systems thinking; ii) network building; iii) dialogue; iv) knowledge management; and v) reflective practice. Together, these strands create an environment for collaborative learning and action.
The concept of social (or collaborative) learning refers to learning processes among a group of people who seek to improve a shared situation and take action collectively. This approach extends experiential learning into a social context. By broadening their perspectives and acting collectively, people can become empowered. Empowerment, in this sense, can be seen as enhancing the capacity of individuals or groups to make choices, and turn them into desired actions and outcomes. Achieving such outcomes requires a long-term social process that evolves over time and draws on interconnected activities.
Social learning has emerged as a key approach for constructively addressing complex problems. It incorporates elements of adaptive management and systems thinking. Adaptive management emphasises ‘learning by doing’, helping groups adapt their practices systematically. Systems thinking focuses on understanding problems from multiple perspectives. It examines interactions, patterns of behavior, and systemic structures. Together, these frameworks help identify leverage points where actions can lead to lasting improvements.
The point is that social learning would not be ‘social’ if it was not about people and their interactions. Complex issues often involve stakeholders with differing views, responsibilities, and knowledge—from scientists and management agencies to on-the-ground decision-makers. Social learning focuses on bringing people together and fostering collaboration. It bridges disciplines, knowledge systems and cultures. By applying these concepts, we can manage participatory and learning-based interactions more effectively. This helps those involved develop a shared understanding around goals, actions and indicators.
