What is Vicarious Learning? Definition, Benefits & Examples

Learning Theory

One of the more effective ways to learn is through other people — specifically, through the experiences they have that you do not.

Everyone knows this. And it’s backed up by studies.

But now it’s time to go a little deeper and look at vicarious learning — what it is, its benefits, and a handful of examples 👇

• What is vicarious learning?
• Why it matters to L&D, corporate training, and education
• Psychological foundation and real-world applications
• How vicarious learning differs from direct learning
• How vicarious learning works
• Five benefits of vicarious learning
• Vicarious learning vs. experiential learning
• Why they matter, together
• Examples of vicarious learning in action
• Common challenges and how to overcome them
• Final thoughts

What Is Vicarious Learning?

Vicarious learning is a means by which information is acquired by learning from the experiences of others. This is a conscious process, one that involves understanding, feeling, even sensing and empathising with others.

Basically, rather than acquiring knowledge or learning to complete a task through instruction — following a “how-to” guide or attending lectures — vicarious learning fosters interaction by encouraging people to witness how somebody else completes a task, then applying what they’ve learned to their own attempt.

So, let’s say you want to upskill your customer service department so they can provide a higher standard of service.

Why not promote mentorships between experienced and inexperienced employees? Encourage job shadowing? Foster collaborative peer-to-peer learning through, for example, role-playing scenarios or group activities.

These all encourage L&D and are clear examples of vicarious learning.

Why Does Vicarious Learning Matter to L&D, Corporate Training, and Education?

Vicarious learning is social and helps to create a supportive learning environment.

By providing opportunities for colleagues to observe and learn from one another, organisations can elevate their skills, reinforce positive behaviours, and foster a culture of continuous improvement and growth.

Social learning compels knowledge transfer free from the tedium of knowledge acquisition.

Remember, not everyone wants to sit for hours in a lecture hall or attend seminar after seminar just to acquire the requisite knowledge to perform a role.

The Psychological Foundation and Real-World Applications

Rooted in Albert Bandura’s Social Learning Theory, which emphasises the importance of observing and understanding people’s learning behaviours, the real-world applications of vicarious learning are clear, easy to understand, and well-documented.

Learners watch instructional how-to videos, observe a colleague’s successful approach to completing their day-to-day tasks, and even attend a workplace conference to gain a greater understanding of a particular subject.

A more contemporary example of vicarious learning is any knowledge acquired through resources like social media, which allows learners to understand and imitate behaviours according to how they are rewarded or punished for their actions.

So, as you can see, vicarious learning is quite prominent across both our professional and personal lives, which might explain why many people and organisations employ it to acquire knowledge.

How Vicarious Learning Differs from Direct Learning

There are several key differences between vicarious learning and direct learning. Be sure to read them all to gain a thorough understanding of each, and to decide whether vicarious learning or direct learning is the right option for you.

It’s basically passive learning vs. active learning.

An example of vicarious learning:

A good example is something as simple as watching a YouTube video tutorial to learn how to fix a leaky faucet. You learn by observing someone else complete the task directly — gaining knowledge from another person’s experience through observation.

How Vicarious Learning Works

According to Albert Bandura’s Social Learning Theory, the psychological process of vicarious learning happens in four phases.

Five Benefits of Vicarious Learning

An organisation that elects to implement vicarious learning is adopting a strategy that inevitably expands professional and personal knowledge and skillsets. It’s that simple. But vicarious learning is so much more than that — learning from others’ indirect experience is memorable, can even be fun, and builds bonds between people.

Vicarious Learning vs. Experiential Learning

Like some learning styles, vicarious learning and experiential learning do have some clear similarities, but other distinct differences. Let’s examine them clearly.

As we’ve already outlined, vicarious learning is learning through observing other people’s actions. Experiential learning is gaining knowledge through direct, hands-on experiences. Basically, vicarious learning is learning by observing; experiential learning is learning by doing.

So, basically: vicarious learning = passive observation, leading to indirect experience. Experiential learning requires active participation through direct experience.

Why Are Vicarious Learning and Experiential Learning Important?

There’s a very clear reason why vicarious learning and experiential learning are important to an organisation’s L&D: they allow individuals to acquire knowledge and skills by observing others’ experiences and actively participating in real-world situations.

This leads to deeper understanding, faster skill acquisition, and better knowledge application within a workplace setting, whilst reducing the risk when learning through more direct experiences.

Shrewd organisations choose to adopt a blended approach of both vicarious learning and experiential learning. This promotes faster learning, more efficient knowledge transfer, and encourages social learning whilst bolstering engagement, hands-on application, and personal reflection on the skills learned.

Examples of Vicarious Learning in Action

There are various ways of implementing vicarious learning in the workplace, an educational setting, and across any L&D setting. It’s important for organisations to choose the right way to roll out their L&D — including vicarious learning — to maximise understanding and retention.

Common Challenges and How to Overcome Them

Like pretty much every way people learn, vicarious learning is not without its challenges. Understanding these will give you a good sense of how best to implement L&D across all departments of the workplace.

Final Thoughts

Vicarious learning is crucial to L&D professionals in acquiring and retaining vital knowledge and skills that bolster individual and workplace performance.

By allowing people to learn by observation, learners gain a solid psychological and first-hand understanding of the knowledge they’re aiming to acquire, whilst stimulating a visual representation of the actions needed to achieve their goals — knowledge acquisition and its importance to the professional and personal growth of the individual, and to organisational growth.

From reducing what can become a time-consuming trial-and-error process, to improving overall understanding and knowledge retention, to encouraging collaboration and knowledge sharing, and of course leveraging digital platforms to elevate the learning process — vicarious learning could be the solution you’re looking for.