We wrap up the definition of vicarious learning as well as how to encourage it within your LMS.
Studies show that 70% of workplace learning comes from on-the-job experiences and observing others—what’s often termed vicarious learning.
This method allows employees to absorb insights, skills, and best practices by watching their peers, mentors, and leaders handle challenges, making it a powerful addition to traditional training.
But what exactly is vicarious learning and how can you implement it to your LMS?
In this blog we’ll discuss:
- What vicarious learning is
- What the vicarious learning effect is
- The difference between vicarious learning and observational learning
- How to implement vicarious learning in the workplace and your LMS
Let’s get started.
What is vicarious learning?
Vicarious learning is a type of learning that allows individuals to learn via other people’s experiences.
This is done by observing, hearing or experiencing the behaviours, actions of others.
When people engage in vicarious learning, they watch someone else perform a task, respond to a situation, or face the consequences of an action, and then apply what they observed to their own lives.
What is the vicarious learning effect?
The vicarious learning effect refers to the phenomenon where an observer experiences changes in behaviour, attitudes, or emotional responses after observing someone else’s actions and the consequences of those actions.
This effect highlights how people learn not only from their own experiences but also by witnessing others’ experiences, which can lead to a wide range of behavioural adaptations.
Key elements of the vicarious learning effect
1. Imitation: Observers are likely to replicate behaviours they see in others, especially if those behaviours are positively reinforced.
2. Learning from consequences: Observers learn by noting whether the model’s behaviour was rewarded or punished.
This “vicarious reinforcement” or “vicarious punishment” influences whether the observer will adopt similar behaviours.
3. Influence on attitudes and beliefs: Observing others can shape attitudes, beliefs, and perceptions of self-efficacy.
4. Emotional responses: Observers can also experience emotional reactions by witnessing others’ experiences.
Conditions that strengthen the vicarious learning effect
Several factors can intensify the vicarious learning effect, including:
Similarity: The observer is more likely to be influenced if they identify with the model in terms of age, gender, background, or skill level.
Model status: Models who are respected or perceived as successful, such as mentors or leaders, tend to have a stronger impact on observers.
Relatability: Models who are likeable or relatable often have a greater influence because observers are more engaged and attentive to their behaviour.
Reward or punishment: Observers are more likely to emulate behaviours that are visibly rewarded and to avoid those that are punished.
Benefits of vicarious learning
Vicarious learning offers several benefits, as it allows people to gain insights, skills, and knowledge by observing others rather than through direct experience.
Here’s a breakdown of the main benefits and why it is advantageous:
1. Risk reduction
Vicarious learning allows people to observe others’ actions and their outcomes, helping them avoid negative consequences without needing to experience those risks directly.
For example, seeing someone face a penalty for violating a rule can deter similar behaviour in others.
Example: In the workplace, employees may learn about unsafe practices by observing safety incidents involving others, decreasing the likelihood they’ll engage in the same risky behaviour.
2. Time and effort efficiency
Vicarious learning can save a significant amount of time and effort, as individuals don’t need to go through a lengthy trial-and-error process.
By learning from others, people can quickly grasp what works and what doesn’t.
Example: In skill-based tasks, such as learning a new software tool, observing a proficient colleague can help someone pick up techniques faster than they would through independent exploration.
3. Improved problem-solving skills
Observing the ways others approach challenges or solve problems broadens one’s problem-solving toolkit, making people more adaptable and resourceful.
Example: In group settings, students or team members can learn multiple ways to tackle a problem by observing each other’s strategies, enabling them to apply the best method when facing similar challenges.
4. Enhanced self-efficacy and confidence
Seeing someone similar succeed in a task can increase an observer’s confidence in their own ability to accomplish it.
This effect, known as “self-efficacy,” is essential for motivation and willingness to take on new challenges.
Example: An athlete may gain confidence by watching a teammate master a difficult skill, thinking, “If they can do it, so can I.”
5. Increased emotional resilience
Observing how others handle adversity or setbacks provides emotional insights that help people build resilience.
They learn effective coping mechanisms and understand that challenges are a natural part of the learning process.
Example: In support groups, individuals may observe others managing similar challenges, gaining hope and resilience by witnessing their peers’ progress.
6. Foundation for lifelong learning
By frequently observing and learning from others, individuals develop a habit of learning through observation, making them more receptive to new ideas and continuous improvement.
Example: In professional development, employees who engage in mentorship programmes observe a model of continuous learning that they may carry throughout their careers.
Vicarious learning vs observational learning
Vicarious learning and observational learning are closely related concepts in psychology, often used interchangeably, but they have subtle differences.
Observational learning
Observational learning involves watching, paying attention, and potentially imitating what someone else does, but it doesn’t necessarily require observing consequences.
This is a broad concept.
It refers to learning through observing actions and behaviours, but it’s a little more clinical.
Broadly used across various settings, including skill acquisition, motor learning, and social learning, observational learning doesn’t require any specific outcomes to reinforce the behaviour.
It’s commonly seen in children learning from parents or peers in daily activities.
Vicarious learning
This is a specific type of observational learning where the observer learns not only by watching others’ behaviour but also by seeing the outcomes of that behaviour, such as rewards or punishments.
Vicarious learning emphasises the observer’s response to the model’s experiences, including successes or failures, and uses these observations to shape their future actions.
Vicarious learning is often seen in educational or workplace settings and is used strategically in situations where the demonstration of consequences can encourage or discourage specific behaviours, such as encouraging teamwork by rewarding collaborative efforts.
How to implement vicarious learning
Implementing vicarious learning in the workplace can be a highly effective way to promote desired behaviours, improve skills, and enhance workplace culture.
And this method means you can avoid everyone learning via direct trial-and-error. Here are several strategies for incorporating vicarious learning effectively:
1. Encourage mentorship and role modelling
Pair less experienced employees with mentors or skilled colleagues.
This can involve formal mentorship programmes or informal “buddy” systems.
The mentor can model behaviours, share strategies, and provide insights on handling different workplace scenarios.
Mentees learn by observing how their mentors approach challenges, interact with others, and achieve their goals.
Seeing mentors succeed or receive positive recognition helps mentees understand effective practices and behaviours.
2. Share success stories and case studies
Hold regular meetings or team presentations where employees can showcase successful projects, problem-solving approaches, and lessons learned.
Written case studies can also be shared on company intranets or newsletters.
Observing and hearing about others’ successes and failures allows employees to learn from these experiences.
Success stories serve as motivational examples, while case studies offer insights into overcoming challenges, reinforcing best practices.
3. Use demonstrations and shadowing sessions
Allow employees to shadow experienced colleagues in their roles, especially in complex or high-stakes tasks.
This can also include live demonstrations, where experienced employees perform tasks while others watch and ask questions.
Watching others perform a task firsthand gives observers a concrete example of the required skills, methods, and mindset.
This direct exposure helps employees understand nuances and gain confidence in their ability to perform similar tasks.
4. Highlight positive reinforcement publicly
Recognise and reward employees who display desirable behaviours, such as teamwork, creativity, or adherence to safety standards, in team meetings or company-wide communications.
Public recognition acts as vicarious reinforcement, as other employees see which behaviours are valued and rewarded.
This encourages them to emulate similar actions to receive positive recognition.
5. Provide team-based learning and peer observation opportunities
Encourage collaborative projects where team members can observe each other’s working styles, problem-solving skills, and communication techniques.
Team training sessions or workshops, where employees learn collectively, can also serve as peer-learning opportunities.
Team settings foster learning through mutual observation, as employees see how their peers approach tasks and interact.
This exposure can inspire them to adopt effective habits and refine their own approaches.
6. Conduct post-project reviews and retrospectives
After completing a project or significant task, hold a review session to discuss what went well, what didn’t, and why.
Invite team members to reflect on each other’s contributions, highlight successful approaches, and share lessons learned.
Employees benefit from seeing how different approaches led to different outcomes, learning from both successes and mistakes without needing to experience them directly.
These sessions reinforce adaptive learning and collective growth.
7. Create training videos featuring real employees
Use videos that showcase employees performing tasks, handling challenging situations, or modelling desirable behaviours.
These videos can be available on the company’s intranet or shown during training sessions.
Employees can watch these videos to observe specific behaviours and responses in a controlled format, helping them understand appropriate actions and techniques, especially when facing similar situations.
8. Promote open dialogue and knowledge sharing
Encourage employees to share their experiences and learnings openly.
This can be achieved through regular meetings, knowledge-sharing platforms, or “Lunch and Learn” sessions where employees talk about a particular challenge they faced and what they learned.
When employees hear their peers discuss real challenges and solutions, it provides vicarious learning opportunities, especially if they relate to the speaker’s experience.
It builds a learning culture where employees feel comfortable sharing insights and learning from each other’s experiences.
Implementing vicarious learning through these strategies helps create a supportive learning environment.
By providing opportunities for employees to observe and learn from each other, organisations can improve skill development, reinforce positive behaviours, and foster a culture of growth and continuous improvement.
Building vicarious learning into your LMS
All of the above sounds good, but how can you implement vicarious learning into your current learning environment?
Here are 6 easy ways to achieve it:
1. Incorporate video-based learning with real employee scenarios
Upload video recordings of employees handling tasks, resolving issues, or demonstrating best practices.
These videos could include “day in the life” clips, customer interactions, or examples of conflict resolution.
Watching real-world scenarios helps employees observe practical applications of skills, making it easier to learn by example.
Seeing colleagues navigate challenges in their own work environment is highly relatable and instructive.
2. Create case study modules with interactive elements
Develop LMS modules based on case studies from actual projects or situations in the company.
These can include quizzes, decision-tree scenarios, or interactive “choose your own path” options to deepen engagement.
Case studies with interactive elements allow employees to learn by analysing real-world examples, encouraging them to think through the actions taken and the outcomes achieved by others.
3. Feature success stories and project highlights
Include a section in the LMS for success stories or project spotlights.
You could showcase employees who achieved exceptional results or successfully overcame challenges, with insights on how they did it.
Success stories allow employees to see what is possible and provide positive role models, motivating them to adopt similar behaviours or strategies to achieve similar outcomes.
4. Set up peer discussion forums and knowledge-sharing boards
Use the LMS discussion boards or forums to create a space for employees to discuss challenges, share experiences, and offer solutions.
💡 Pro Tip
Remember that this comes as standard in Totara Learn now Engage is combined with your core LMS. That means you can access forums and collaboration channels to encourage peer-to-peer learning.
Learn more about Totara Learn
Encourage employees to share insights on best practices and past successes.
These forums allow employees to learn from each other’s experiences.
This provides a platform for sharing lessons learned, discussing real issues, and observing how others approach similar situations.
5. Gamify vicarious learning with rewards for shared insights
Introduce a point or badge system in the LMS that rewards employees for contributing to learning discussions, sharing insights, or completing vicarious learning modules.
Highlight top contributors on a leaderboard.
Gamification encourages participation in learning activities, as employees are motivated by recognition and rewards.
The more employees contribute, the more opportunities others have to learn from their insights.
🚀 Pro Tip
Enable gamification elements as part of your core LMS with The BuildEmpire Edition.
As part of our core offering, you can set up points for key actions and build leaderboards throughout your LMS to add a sense of competition to your learning.
6. Create pathways for skill development based on career progression
Develop LMS learning pathways that show employees the skills and behaviours that led to others’ career progression.
This can include modules or interviews with employees who advanced due to specific competencies, creating a clear link between behaviours and outcomes.
Seeing how skills and behaviours align with career growth motivates employees to adopt similar actions.
Related: How to link learning and professional development with Totara Perform
Wrapping up
As the workplace continues to evolve, so too must our approach to learning and development.
L&D professionals are increasingly tasked with not just delivering information, but creating environments that encourage continuous, flexible, and inclusive learning.
Recognising and valuing what learners truly want—practical, relatable examples and a chance to learn from peers’ experiences—empowers employees to connect more meaningfully with training material.
By adopting vicarious learning through accessible digital platforms like an LMS and tailoring content to reflect employees’ real-world challenges, you can foster an engaged, adaptable, and resilient workforce that thrives on collective growth and shared insights.
Ready to learn more about what BuildEmpire can do to support you with your learning objectives?
Book a demo to see our features that can support vicarious learning, as well as better learning outcomes.