Throughout our lives, we constantly learn new things, whether learning to read as a child or expanding arsenals of professional skills as adults. Cognitive Learning Theory (CLT) explains how our brains acquire and understand new information. When applied to real-life learning situations, it is clear that individuals learn more effectively through close interaction, contextual understanding, and practical experience.
Cognitive learning is an active approach to learning through experience and interaction, absorbing knowledge rather than short-term memorization.
In this article, we will explain the fundamentals of cognitive learning and related theories, as well as how to apply cognitive learning principles in workplace L&D strategies. We will also discuss the various benefits of cognitive learning for individual learners and the organizations they work for.
What Is Cognitive Learning?
History of Cognitive Learning Theory
Humans have been thinking about thinking for a very long time—at least since Plato and Descartes. Today, we understand that awareness of one’s thoughts and thought processes is called “metacognition.”
This process serves as the foundation of Cognitive Learning Theory, which emerged in the mid-20th century as psychologists learned more about how people think and understand the world from childhood through adulthood.
In practical educational and workplace training contexts, Cognitive Learning Theory can guide educators, instructional designers, and L&D professionals in designing learning experiences that complement human metacognition and help learners absorb new information more effectively.
Theory of cognitive development
The theory of cognitive development, developed by the Swiss developmental psychologist Jean Piaget and published in 1936, is based on the understanding that the human cognitive process is shaped by both external experiences and internal processes.
According to Piaget, as individuals experience social interactions, they connect new experiences to previous ones and use this cumulative knowledge to build a more comprehensive understanding. Piaget conceptualized cognitive development as happening in four stages:
- Sensorimotor Stage (birth to 2 years): individuals acquire new information through exploration
- Preoperational Stage (ages 2 to 7): individuals engage with others to create knowledge
- Concrete Operational Stage (ages 7 to 11): individuals aggregate knowledge to think logically and rationally about what they’ve learned
- Formal Operational Stage (age 11 through adulthood): individuals think both abstractly and logically
Cognitive behavioral theory
Cognitive behavioral theory was developed as an adaptation of cognitive behavioral therapy, which was developed in the 1950s by Albert Ellis, an American psychologist and psychotherapist. This cognitive model centers on the idea that human behavior is not simply the direct result of a given experience but of the way individuals conceptualize and understand their experiences.
Social cognitive theory
In 1986, Albert Bandura coined social cognitive theory, asserting that people learn by observing how others behave and the positive and negative results of those behaviors. As a result of these observations, individuals adapt their behaviors.
For example, if one person sees another person leave their empty popcorn bucket in a theater after a movie ends and then sees another moviegoer scoff and point out that an employee will have to clean it up, the observer might choose to throw their popcorn bucket away in the garbage can instead. This theory is sometimes considered a subcategory of Cognitive Learning Theory.
Key concepts of social cognitive theory:
- Observational learning: learning by watching and replicating the behavior of others
- Reciprocal determinism: a feedback loop of influence between behavior, environment, and the individual
- Positive and negative reinforcement: the process of learning behavior by observing the association of beneficial and detrimental results with specific actions
Implicit vs. explicit learning
Implicit and explicit learning are common concepts in language acquisition, cognitive psychology, and education.
Implicit learning is a way of learning in which individuals absorb new information and gain skills unconsciously. This can happen through exposure to naturally occurring patterns, either in nature or through social interactions. Explicit learning is intentional and happens consciously. This method of learning often happens through direct instruction, studying, and practicing to acquire information that will benefit the learner somehow.
These two learning styles are valuable in different ways and can complement one another, depending on the situation and the learner’s goals.
Ultimately, Cognitive Learning Theory developed as an accumulation of knowledge about the complexities of human learning, shifting the focus of cognitive psychological thinking from behavior as a simple response to stimuli to the inner workings of the learner’s mind. In the workplace, implicit learning tends to involve natural accumulations of skills and knowledge employees receive from performing their job responsibilities. Explicit learning in the workplace is tied to formal training activities like engaging in online learning or attending instructor-led training sessions.
Key Elements of Cognitive Learning
Cognitive learning is more than just absorbing information—it’s about understanding how we think, learn, and apply knowledge in different contexts. By focusing on elements like active engagement, self-awareness, and collaboration, cognitive learning encourages a deeper, more meaningful learning experience. In both educational and workplace settings, these principles enhance how individuals process, retain, and transfer knowledge, leading to more effective and agile problem-solving.
Below are the key elements of cognitive learning:
1. Active learning
Active learning is an approach to learning that invites students to engage in the learning process rather than passive knowledge absorption. This means that rather than simply listening to a lecture, learners participate in activities that reinforce knowledge acquisition, such as discussion, exploration, and creation.
In the workplace, active learning enhances individuals’ information processing and problem-solving skills by engaging employees directly with the training materials. This often involves hands-on training tasks, group discussions, and knowledge checks.
2. Metacognition
Metacognition is the awareness and understanding of how we think and understand the world around us. In education, metacognitive skills can be thought of as a process through which learners actively use what they know about their learning styles and learning strategies to facilitate their growth.
L&D teams can design learning experiences to promote metacognition by helping employees develop an awareness of their learning processes. This improves critical thinking and allows learners to regulate and optimize their approach to new challenges.
3. Scaffolding
Scaffolding is a method in which lessons and activities are designed to provide specific support helpfully, precisely when it is most beneficial to the learner. Just like physical scaffolding, which provides a temporary, stable platform for construction and building repair, cognitive scaffolding provides learners with the support they need as they begin learning and reduces the amount of guidance as employees gain confidence and skills. This empowers learners to apply their new knowledge independently and effectively over time.
4. Transfer of learning
Transfer of learning is a stage of learning in which an individual applies existing knowledge to a new context or situation. This is a critical element of the cognitive learning process and should be a key goal for workplace learning initiatives.
A learner’s ability to transfer knowledge enhances the real-world application of what they’ve learned. It improves learning agility by ensuring employees can apply the knowledge and skills learned in training to their job performance and new challenges.
5. Cognitive load theory
Cognitive load theory is the understanding that the human mind has a limited capacity for working memory, which can be overloaded and negatively impact learning. Educators use this theory to avoid oversaturating learning content and activities to ensure learners can stay engaged and keep up with the information they receive. For example, writing is considered a cognitively heavy task, so including too many writing activities in a particular lesson may cause some learners to disengage from the content.
Adhering to cognitive load theory improves learning retention by managing the cognitive load on learners throughout training activities. This helps L&D teams avoid overwhelming employees and helps learners retain information more effectively.
6. Social learning
Social learning is the integration of social interactions into learning activities to stimulate participants and facilitate learning. Examples of peer-to-peer learning include group discussions, group projects, or breakout rooms in digital learning spaces.
Derived from social learning theory, this approach to education allows learners to take in information from peers and instructors, reinforcing learning and maintaining high levels of engagement. This approach strengthens collaboration skills and information processing by enabling employees to engage with peers as they learn. This improves training outcomes and fosters supportive work environments.
How to Apply Cognitive Learning for Employee Training
Cognitive learning principles can be applied to virtually any workplace learning activity. Here are some examples of cognitive learning in common workplace learning approaches:
1. Experiential learning and related strategies
Learning activities involving hands-on experience tap into cognitive learning principles by requiring employees to learn by doing and apply what they’ve learned in real-life contexts.
Experiential learning
Experiential learning is an educational approach involving continuous engagement and reflection as employees learn to perform a particular task. Within this cycle, employees learn by doing and grow to understand concepts or build skills within real-life contexts. Experiential learning involves a substantial focus on reflection, prompting employees to adapt to new information and performance feedback as they progress.
Scenario-based learning
This educational strategy is similar to experiential learning in that employees learn new skills through experience, but it differs in that it provides a controlled or simulated practice environment. This simulated training builds employee confidence and reduces risk by eliminating negative consequences for any mistakes they might make along the learning journey.
For example, virtual sandbox tools like Whatfix Mirror provide simulated software environments to allow employees to learn new software from scratch or adopt new workflows without risking impact on live company data.
Reflective learning
Reflective learning focuses on critically examining a past experience or idea to understand its effects and adjust future behavior and performance. This key aspect of cognitive learning promotes self-awareness, metacognition, and critical thinking skills.
2. Collaborative and social learning
Creating opportunities for employees to learn in group settings is another effective way to incorporate cognitive learning into workplace training. L&D teams can build a confident and continuously improving workforce by encouraging group problem-solving and peer-to-peer knowledge sharing.
Collaborative learning
In collaborative learning activities, learners work together to problem-solve, comprehend something, or create something new. Activities like group projects and writing groups can be conducted in-person or online and are designed to encourage participants to take responsibility for distinct tasks to accomplish a larger goal.
This approach promotes a deep understanding of concepts, builds a collective working memory, and encourages individual accountability.
Cooperative learning
Cooperative learning is similar to collaborative learning, but these activities tend to be more structured. In cooperative learning, employees are evaluated based on individual work as well as the group’s success. This aligns with collaborative learning by creating opportunities for social learning, critical thinking, and metacognition.
Observational learning
Observational learning, in which employees learn through observation and imitation, can be useful for cognitive learning in the workplace. Activities like on-the-job training, mentorship, and straightforward skill demonstrations promote critical thinking and attention to detail by providing learners with an example to channel as they learn to perform a task.
3. Inquiry and discovery-based learning
Teaching methods related to inquiry and discovery align with cognitive learning by centering on the agency of individual learners and encouraging them to direct their own learning paths.
Discovery learning
In discovery learning activities, employees are presented with problems to solve through hypothesis testing and active exploration. This requires learners to use their creativity and imagination and draw from previous experience to build hands-on problem-solving skills and learn to work independently.
Inquiry-based learning
Inquiry learning starts with the learner generating unique questions to seek out new information. This form of active learning helps individuals process concepts and fill in blanks in their understanding in their moment of need. This self-directed activity improves employee experience by resolving confusion quickly and helps learners build confidence in problem-solving skills.
Problem-based learning
This method incorporates open-ended, real-world problems into training activities to facilitate learning and skill development. These activities often involve group work and encourage participants to think critically and work together to find solutions, contributing to stronger critical thinking, communication, and problem-solving skills.
4. Implicit and explicit learning
Implicit and explicit learning are both considered core components under the umbrella of cognitive learning.
Implicit learning
Implicit learning occurs unconsciously as a result of experience with or observation of new information. In relation to cognitive learning, implicit learning involves pattern recognition and attention to detail.
Explicit learning
Intentional, explicit learning activities involve active engagement with the material through more direct instruction or focused study. Explicit learning activities include memorizing a list of services or studying for a qualification exam. These exercises require learners to require learners to engage with cognitive learning principles like active learning, metacognition, and often social learning.
Both implicit and explicit learning complement each other, leading to the development of learners’ internal information-processing structures. Explicit learning activities often provide a jumping-off point that enhances implicit learning in everyday situations.
5. Emotional and receptive learning
Emotional and receptive learning each involve taking in information from external stimuli like social interactions or written or spoken language to understand the world. These concepts relate back to Piaget’s understanding of cognition as being impacted by external and internal factors.
Emotional learning
Emotional learning is the process of creating and storing memories from emotionally significant events. This way of learning is often implicit and not always the result of a positive experience. In the workplace, emotional learning can be associated with reaching career landmarks, resolving difficult problems, or resolving interpersonal conflicts. Lessons learned from these emotionally significant events are bolstered by the associated emotions and result in long-lasting lessons and shifts in understanding.
Receptive learning
Receptive learning refers to the process of acquiring knowledge presented by others through written or spoken language rather than through hands-on interaction. This type of learning tends to be explicit but passive. In the workplace, receptive learning activities include reading instructions, watching demonstrations, and listening to lectures.
Meaningful learning
Meaningful learning is the concept of growing to understand something new by building on prior knowledge and conceptualizing how different aspects of that new idea fit together. This integration process leads learners to understand deeply and improve their ability to transfer their knowledge in new contexts.
6. Behavioral and gamified learning
Behavioral learning theory, or behaviorism, explains how people learn through positive and negative reinforcement. In applied contexts, instructors use this concept in activities like role-playing exercises with immediate feedback and reinforcement by communicating rewards and consequences associated with different behaviors.
Non-associative learning
Non-associated learning is an implicit form of behavioral learning through which a person’s response to a given stimulus changes over time without consequences associated with that stimulus. This type of learning is essential for modeling appropriate behaviors in the workplace and helping employees develop beneficial habits at work.
Gamified learning
Gamification in learning is an approach to education that uses game elements like challenges, points, and leaderboards to keep participants engaged and motivated. This type of active learning involves social aspects of cognitive learning as well as games that reinforce memory by emphasizing problem-solving, repetition, and competition.
Benefits of Cognitive Learning in Employee Training
As the importance of continuous learning continues to rise, the application of CLT in workplace learning activities becomes even more important. Cognitive learning has various benefits that improve learning outcomes and boost organizational performance.
Here are some of the most critical benefits:
1. Helps employees retain knowledge more effectively
Cognitive learning principles like problem-solving and active engagement encourage deeper focus and reflection, which help employees retain more of the information they internalize. This improves learners’ ability to recall and apply what they’ve learned in real-life situations.
2. Boosts problem-solving abilities
The cognitive approach to learning helps employees develop analytical skills and practice critical thinking. This enhances decision-making skills and leads employees to reach more adept solutions without oversight.
3. Encourages ongoing learning and adaptability
Cognitive learning promotes active engagement and a mindset of continuous learning. These elements help learners tap into their natural curiosities and tendencies toward exploration to develop a deeper understanding of what they learn.
This approach also trains learners to adapt their understanding of concepts as new situations or information arise. This promotes flexibility and agility to ensure employees can handle dynamic challenges in the workplace and quickly adapt to change.
4. Supports mental health and overall well-being
Cognitive learning’s focus on problem-solving, collaboration, and reflection empowers employees to manage their workloads more effectively and maintain a sense of mindfulness in their work lives.
Cognitive learning prioritizes collaboration and socialization in problem-solving to help employees build support networks and cope with difficult situations. Incorporating reflective activities also provides learners with mindfulness skills that can help employees manage stress and achieve a positive work-life balance.
5. Sparks innovation and creative thinking
Through critical thinking, active engagement, and encouragement of exploration, cognitive learning helps employees build confidence and equip them to make connections between the concepts they’ve learned to elicit novel solutions and promote innovation.
The focus on collaboration and social interaction also encourages learners to consider diverse experiences and views to encourage collective creativity.
6. Strengthens decision-making skills
Cognitive learning strengthens learners’ critical thinking and problem-solving skills to make them more agile. It also encourages employees to learn from the results of past decisions, consider feedback, and collaborate with others to improve reasoning and judgment. Together, these elements help employees build a holistic skillset to make better decisions in their day-to-day work lives.
7. Promotes teamwork and collaboration
By encouraging social interaction, information sharing, and communication skills, cognitive learning encourages collaboration in the workplace to help employees build emotional intelligence for better performance and improved conflict resolution.
When employees are primed to work together, individual proficiency can lead to collective progress and success for the entire organization.
8. Builds confidence and autonomy in employees
Cognitive learning helps employees develop problem-solving skills and reinforces knowledge to help them feel confident enough in their understanding to transfer their knowledge to new situations and complex problems. This confidence leads to self-direction and autonomy, which boosts productivity and leads to a more positive employee experience over time.
Learning Clicks Better With Whatfix
Use Whatfix DAP to implement cognitive learning within your organization. Whatfix Studio empowers L&D teams with no-code content creation tools for personalized in-app user guidance, improving learner experience, reducing friction, improving learning outcomes, and building an effective workforce.
Create interactive demo environments of workplace software with Whatfix Mirror for risk-free, hands-on training for versatile cognitive learning experiences.
Monitor training effectiveness with Whatfix Analytics to employee experience and continually adapt training initiatives.
Schedule a free demo with us today!
