Romain Rissoan

Social Learning Trainer Consultant

romain rissoan consultant formateur social learning

As a Social Learning Consultant Trainer, Qualiopi bilingue Anglais, I’ll use my expertise to help organizations and teams understand the power of social learning. I’ll guide them on how best to use it to increase engagement, collaboration and performance. I’ll evaluate existing programs, analyze user feedback and develop customized strategies for each organization’s unique environment. In addition, I’ll lead workshops that illustrate the potential of social learning, offer tools and resources to help teams get started, and present best practices for successful implementation. My passion is helping organizations harness the power of social learning to create a more connected, engaged and productive workforce.As a Social Learning Training Consultant, I have extensive experience in adult learning theory, instructional design, digital media development and technology integration. I understand how to effectively integrate technology and learning strategies to create an engaging and effective learning environment. I am highly skilled at working with organizational leaders and team members to develop successful social learning initiatives.

I am committed to continuing my professional development, keeping abreast of the latest trends in social learning and applying this knowledge to my work. My research, training and facilitation skills are second to none and will enable your organization to take full advantage of the latest social learning technologies. I’m convinced that my expertise can help any organization achieve its goals and maximize its resources. If you’re looking for a skilled, knowledgeable and passionate social learning consultant-trainer, please don’t hesitate to contact me.

My Social Learning Trainer content

Social learning in a nutshell

Psychologist Albert Bandura celebrated the virtues of social learning in 1970. Observing and imitating behavior and emotions are the keys to successful learning. Interactions can explain concepts and answer members’ questions. In this form of social learning, participants are both learners and trainers. Teamwork is good for motivation and mutual support. This e-learning system fosters a sense of belonging and facilitates learning. What’s more, social learning adds a social dimension to learning. This element is essential to ensure the success of the pedagogy. Indeed, the quality of the media used is no longer enough to motivate learners. Today, in e-learning training, it’s necessary to create links and transcend digital boundaries.

However, the concept of social learning is often equated with social networks such as Instagram, Facebook or YouTube. These social platforms make it possible to create communities and share likes/comments. However, these materials are not suitable for teaching, learning and training. That’s why social learning channels have been specially developed to highlight appropriate educational materials and forums. Social learning is now available via virtual courses or LMS platforms.

Participants are at the heart of the training. They can choose topics, go at their own pace, communicate with different profiles and get new information on the subjects they want. Based on communication, EDF, Cetelem, LCL, 3 Suisses and many other companies have decided to implement this sharing tool. It’s one of the most popular solutions of recent years. As they move from a passive to an active position, participation rates and interest in training increase. This approach to learning values everyone’s knowledge and experience. All learners participate in discussions and the exchange of ideas. As well as learning new elements, they are also able to share their knowledge. This e-learning approach reduces costs while ensuring effective skills development. Face-to-face training costs more than e-learning.

In the 1970s, Albert Bandura’s social learning theory emphasized the importance of observing and imitating the behaviors, attitudes and emotions of others. “Learning would be excessively laborious, not to say perilous, if people had only to rely on the effects of their own actions to derive information about what to do. Fortunately, most human behaviour is learned through observation and modelling. According to Bandura’s theory, social learning is therefore observational learning. “It is distinguished from other forms of learning by the fact that a behavior can be learned without being performed and, a fortiori, without the individual undergoing any reinforcement” (Carnets2Psycho, op. cit.) Observations of behaviors that seem to perform well are encoded, and subsequently serve as a guide for action. This presupposes the linking of three processes:

attentional processes, processes of representation, i.e. the elaboration of an “internal model”, which can lead to “behaviors more elaborate than those observed”, processes of production, of “guiding action by symbolic representations”.

Frédéric Domon, in the white paper “Social Learning” co-authored with Harold Jarche, cites the work of Richard J. Legers (Harvard School of Education), which demonstrates that “one of the most important factors in success in higher education is the ability of students to form and/or participate in small study groups.” In the group, everyone is both “learner” and “teacher”, which means more clarification, and better understanding as explanations are formulated. I myself experienced the power of social learning during a group project in the MFG (Ingénieur de la e-formation) Master’s program at Rennes 1. Under Samuelle Dilé’s astute facilitation, group identities came together, and mechanisms for mutual support and collaboration were put in place, resulting in a high-quality final product. This experience also made me aware of the “paradigm shift” that social learning represents.

To implement social learning, the company can start by : Defining groups: Who will be affected by the initiative? Is it to be implemented throughout the company, or only for certain groups, e.g. a specific business line?

Setting objectives: A difficult part, but not impossible! While it can be complicated to quantify progress, it is possible to set goals. For example, the company might want all members of the group to have mastered a particular technology by the end of a certain period or, because social learning is also about soft skills, to have become better communicators. Appoint a leader: Be careful, this is not a trainer who will share his or her expertise, but a facilitator who can supervise discussions, organize meetings, propose group work, create breaks, launch challenges… Provide the tools: Social learning has exploded in recent years, thanks in particular to social networks and sharing tools (videos, documents, discussions, etc.), which have become even more important with the advent of teleworking. It’s important to provide the group concerned with the means to exchange knowledge, information and any teaching aids they may have.

Social learning training content

Defining Social Learning Identifying its advantages and limitations Determine the benefits of Social Learning for your organization

Analyze the needs and expectations of your community of learners Adapt to learner profiles and learning experiences

Determining modes of communication Identify the right tools

Take into account the different phases of Social Learning Create a community of learners Define the community’s operating rules Implement a Social Learning strategy

Use techniques to create commitment and maintain motivation from a distance Organize events: challenges, webinars, voting, quizzes, etc.

Accompany learners in synchronous and/or asynchronous mode Encourage work and exchanges in pairs and sub-groups Set up mentoring and co-responsibility systems

Ma FAQ de Formateur Social learning

Social learning is a process that occurs when people interact with others in a social environment. It is a type of learning that results from observing and imitating the behavior of others. Social learning theory suggests that human behavior is shaped by observing and imitating the behavior of others. This type of learning does not require direct experience; it can occur simply by observing the actions of others. One of the most influential proponents of social learning theory is Albert Bandura. He proposed that human behavior is the result of both personal and environmental factors. According to Bandura, people learn by observing and imitating the behavior of others. Social learning connects people by creating a sense of community. Through social media platforms such as Twitter and Facebook, people can share ideas with others and connect with others around the world. This creates a sense of community where people share similar experiences and learn from each other. Because a sense of community is created by connecting with others via social media, it’s easy for students to feel connected to others in their immediate area. This makes it easier for students to meet new people and expand their social networks, which is great for their academic success!

Social learning can also help students learn things faster than they would otherwise. For example, students can learn about current events through social media platforms. They can also ask other people questions on certain topics, which helps them learn faster than if they were studying alone. By connecting with others in the same way, students also have easier access to additional resources that can help them learn faster. This leads to improved academic performance and higher levels of student achievement.

Social learning can be implemented in a number of ways. One is to give people the opportunity to observe and imitate the behavior of others. This can be done through modeling or role-playing. Another way of implementing social learning is to use reinforcement techniques. Reinforcement can be used to encourage desired behavior by providing rewards or information about the benefits of that behavior. Finally, social learning can also be implemented through punishment. Punishments can be used to discourage undesirable behavior by making it less attractive or more difficult to adopt. One of the reasons why social learning is an effective way to learn is that it can be practiced anywhere. This gives people the opportunity to learn when and where it suits them best. For example, someone who is busy during the day but still has time to go to class after work can do so easily. People with jobs and families can also learn socially in their spare time. This makes it easier for everyone to keep up with new information.

Another reason why social learning is an effective way to learn is that it connects people with similar interests. When people connect with others who share the same goals and ideas, they are more likely to share their own knowledge with each other. What’s more, connecting with like-minded people helps people find like-minded groups who share their interests. It allows people to connect with others who are also interested in the things they already know and are passionate about. It’s a great way for people to find like-minded groups and create networks that help them achieve their goals and objectives. Organizations can use social learning to improve collaboration by involving employees in finding solutions to problems. This helps to improve relations between employees and leads to better working conditions for everyone involved. Social learning can also be used by HR professionals and organizational leaders as a means of sharing knowledge about professional roles within the organization. This helps employees identify areas in which they can improve their skills, and relations between employees and managers become more coherent.

Here are some best practices in social learning: Encourage people to observe and imitate the behavior of others. This can be done through modeling or role-playing. Use reinforcement techniques to encourage desired behaviors. Reinforcement can be used to provide rewards or information about the benefits of the behavior. One of the benefits of social learning is that it helps students expand their support networks and make new friends. These skills are invaluable in today’s competitive world; they help students find jobs and make connections with others after school. By creating a supportive environment for students, social learning enables them to explore potential career paths and meet people from different backgrounds. This can be a valuable experience for them as they prepare for university or a career.

Another advantage of social learning is that it creates opportunities for collaboration on projects or problem-solving. These opportunities can lead students to participate in leadership roles or humanitarian projects after school. This creates a sense of purpose and interest in learning for students who would otherwise be bored or demotivated in traditional classrooms. Social learning can also introduce students to new ideas or problem-solving strategies that they can apply in their everyday lives. In this way, social learning builds character and confidence that can last a lifetime. In addition, teachers can observe social learning groups to see which teaching methods work best for a class. By observing different groups, teachers can compare their results and find out which teaching methods work best with their students. This enables teachers to tailor their lessons to the needs of each group, leading to a more effective education overall. It also gives teachers insight into how to tackle problems specific to their class, helping them to become even better educators in the process.

There are several ways to introduce more social learning into your training. One is to give people the opportunity to observe and imitate the behavior of others. This can be done through modeling or role-playing. Another way to introduce more social learning into your training is to use reinforcement techniques. Reinforcement can be used to encourage the desired behavior by providing rewards or information about the benefits of that behavior. Finally, social learning can also be introduced through punishment. Punishments can be used to discourage undesirable behavior by making it less attractive or more difficult to perform. Introducing social learning into your training has many benefits, including: Reduces mental workload by allowing trainees to ask questions while they perform tasks. This makes it easier for them to learn, as they don’t have to stop constantly to think about what they’re doing. It also helps reduce stress, as trainees can easily discuss problems as they arise. Employers need to ensure that trainees know how to solve problems that arise so that people aren’t afraid to speak up.

Increases retention by making learning more accessible as people are more likely to participate in social situations. This makes it easier for people who are shy or disabled to participate, as they don’t need to meet their colleagues in private. In addition, it also increases the chances of new hires as people will be exposed to the company culture during training. Introduces new concepts and skills through peer-to-peer teaching. This is particularly useful for less-skilled employees who would not otherwise have access to training. By allowing others with more experience to teach others, social learning increases the overall knowledge of all employees.
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