In today’s fast-paced and ever-changing business environment, continuous learning is essential for staying competitive. Learning theories provide a framework for understanding how people acquire new skills and knowledge, enabling businesses to create more effective training programs and foster a culture of continuous improvement.
Cognitive Learning Theory is one such framework, helping businesses to enhance their learning culture, and helping individuals to gain and retain knowledge, skills and experience.
This article provides a cognitive learning theory definition, explains cognitive principles, and examines approaches from key cognitive theorists. It also looks at cognitive learning theory examples and strategies for businesses to implement.
What is Cognitive Learning Theory?
Cognitive learning theory defines the role mental processes (also called cognition or inner thought processes) play in learning new skills, different concepts, and complex tasks.
To properly understand this cognitive theory definition and what cognitive views of learning are, you also need to understand what cognitive processes are. These mental activities, like thinking, remembering and problem-solving, allow us to acquire, adapt and apply knowledge.
The cognition theory suggests that improving employees’ and learners’ cognition allows for more effective training.
Cognitive Theory of Learning Concepts
Now that we have a better basic understanding of what Cognitive Learning Theory is, let’s look at the major components behind cognitive learning theory concepts.
- Attention – Can be conscious (actively trying to pay attention) or unconscious (paying attention without realising it).
- Perception – The process of grasping new concepts or forming an initial understanding of a particular subject.
- Memory – The process of linking new information with our long-term memory, which consists of knowledge and experiences we’ve accumulated over time.
- Comprehension – The construction of new knowledge based on our perception, our memory, and the connections between them.
- Problem Solving – Applying new knowledge to address real-world scenarios.
- Decision Making – Analysing the results of our actions and using knowledge and reasoning to make informed choices.
- Information Processing – Seeing the mind as a processor that inputs, processes, stores and retrieves information.
- Schema – The mental structures that help to organise and interpret information based on experiences.
- Constructivism – The theory of using existing schemas to gain new knowledge.
- Metacognition – The awareness and regulation of one’s own learning processes, including planning, monitoring and evaluating cognitive strategies.
5 Principles of Cognitive Learning Theory
The 5 principles behind cognitive theories of learning are:
- Learner Experiences: Experiences play a critical role in an individual’s learning process. New learning is built upon the learner’s prior experiences, making these experiences vital for understanding new information.
- Cognition in Learning: Learners actively use cognition to make sense of their experiences. These mental processes are central to how learners process and internalise new information.
- Knowledge Construction: Through cognition, learners construct knowledge by interpreting and integrating new information with what they already know. This construction of knowledge is an active, ongoing learning process.
- Existing Knowledge: Learners build new knowledge on the foundation of their existing ideas. Prior knowledge shapes how new information is understood and assimilated, making it easier to learn related concepts.
- Social Context: Learning is often more effective in a social setting that facilitates interaction, discussion, and collaboration. Social environments provide opportunities for learners to share and refine their understanding through communication and collective problem-solving.
3 Cognitive Learning Theories and Frameworks
There are many theories regarding cognitive learning, each with its own merits. However, let’s look at what the 3 main cognitive theories are.
1. Theory of Cognitive Development
The first cognitive theory was presented by psychologist Jean Piaget in 1936. Central to his theory are the four stages of cognitive development.
- Sensorimotor stage – Gaining experience through exploration.
- Preoperational stage – Creating knowledge through engagement.
- Concrete operational stage – Consolidating knowledge through elaboration.
- Formal operational stage – Using knowledge through application.
When exposed to new experiences in a social setting, people interpret them based on their existing knowledge and experience. This process, known as assimilation, allows individuals to expand their foundation of knowledge, facilitating growth and learning. However, the cognitive learning theory given by Piaget also emphasises the accommodation of new information. While existing knowledge provides a solid foundation, it must be adjusted to integrate new learnings and experiences effectively. Together, assimilation and accommodation are key to cognitive development, allowing individuals to continually adapt and refine their knowledge.
2. Cognitive Behavioural Theory
Cognitive Behavioural Theory applies Albert Ellis’s Cognitive Behavioural Therapy to a learning environment. It explains how our thoughts and beliefs about experiences influence our emotions and behaviours. The cognitive psychology theory, known as the ABC model, focuses on three central facets:
- Activating events (experiences)
- Beliefs (thought processes regarding activating events)
- Consequences (our behaviour)
3. Social Cognitive Theory
The Social Cognitive Approach to Learning by Albert Bandura, explains how people learn by observing others and adapting behaviour based on rewards or punishment. It highlights the interaction between cognition, behaviour, and the social environment in shaping learning.
Difference Between These Cognitive Learning Theories
While the three approaches from these cognitive learning theorists may seem similar at first, the difference lies in how they prioritise social context versus cognition. Piaget considers both social context and cognitive development as crucial to learning, viewing them as interdependent. Ellis places greater emphasis on cognition, arguing that our thoughts are the primary drivers of behaviour. In contrast, Bandura’s Social Cognitive Theory gives more prominence to the social aspect, suggesting that observing others and the social reinforcement of behaviours are key to how people learn.
Benefits of Implementing Cognitive Theories of Learning
We’ve looked at what cognitive theory is, and the theorists behind the main frameworks, but how does it impact your training initiatives? Embracing cognitive theories has various advantages in adult learning.
More Effective Training
A 2023 study found that using cognitive development in education enhances learning and reduces anxiety. Similarly, Frank L. Greitzer noted that applying cognitive principles makes training more engaging and effective, benefiting both eLearning and traditional classroom settings.
Flexible Implementation
Another benefit of cognitive learning theory is that it can be applied to a broad range of topics, employee training methods and contexts. It can easily be adapted to eLearning, in-person, or hands-on training environments. This versatility makes it a valuable approach for diverse educational and professional settings.
Self-Paced and Learner-Centric
Traditional learning methods often don’t account for the active role that students play in processing, interpreting, and internalising information during training. Cognitive learning emphasises learner-centred instruction, recognising that students actively shape their learning experiences, leading to more effective self-paced and personalised learning outcomes.
Boosts Confidence
Cognitive learning empowers learners to understand their thought processes and improve their skills. This self-awareness and mastery of new concepts lead to greater confidence in their abilities, encouraging continued growth and success.
Enhances Comprehension and Knowledge Retention
Cognitive learning provides a deeper understanding of complex concepts by encouraging active learner engagement and processing of information. This allows for a more effective transfer of learning into the workplace and boosts long-term memory and retention capacity.
Improves Problem-Solving Skills
Cognitive learning emphasises critical thinking and reasoning, allowing learners to approach problems methodically. This enhances their ability to identify solutions and make informed decisions in real-world scenarios.
Boosts Creativity and Innovation
Encouraging learners to link new ideas with existing knowledge fosters creative thinking and innovation. This enables individuals to generate unique solutions and adapt to changing environments, driving organisational growth.
Promotes A Lifelong Learning Culture
A cognitive perspective of learning nurtures a mindset of lifelong learning by encouraging curiosity and self-reflection. This culture of improvement and continuous professional development leads to sustained personal and organisational growth.
Cognitive Learning Examples
Types of cognitive learning include explicit, implicit, non-associative, rote, meaningful, associative, observational and experiential. Below are some cognitive learning theory examples that illustrate how these different types are applied in practice
Explicit Learning
Explicit learning sees learners actively seeking information. It involves making a conscious effort to gain knowledge, through discovery or exploration for instance.
Example: A student actively studying a foreign language by memorising vocabulary lists and practising sentence structures.
Implicit Learning & Non-Associative Learning
Implicit learning is when the learners acquire knowledge without being consciously aware of it. It can also involve non-associative learning, in which students learn through repeated exposure without needing to act on it.
Example: A person learns the layout of their office building by walking through it daily, without actively trying to memorise the route.
Rote Learning
Rote learning focuses on memorisation through repetition, often without understanding the underlying meaning.
Example: Memorising multiplication tables or historical dates for a test.
Meaningful Learning & Associative Learning
Both meaningful and associative learning focus on creating connections between pieces of information. Associative learning links concepts by identifying similarities between them, while meaningful learning connects new information to existing knowledge by understanding the overall process.
Example: A science student learning about ecosystems by connecting the new information to their prior knowledge of the food chain (meaningful) or associating photosynthesis with plant growth (associative).
Observational Learning
In a similar way to non-associative learning, observational learning involves learning by watching others, without the need for direct reinforcement.
Example: A new employee learns how to use machinery by watching a Suitably Qualified Experienced Person operate it.
Experiential Learning
Experiential learning occurs through hands-on experience and self-reflection on that process. It involves performing actions and considering how they were conducted to gain deeper insights, improve future performance, and apply the learned skills to real-world situations.
Example: A medical student learning how to perform a procedure by practising it in a simulated environment and reflecting on their approach.
Discovery Learning
Discovery learning emphasises exploring and discovering information independently, encouraging learners to draw their own conclusions.
Example: A child learning how to solve a puzzle by trial and error without being given direct instructions.
Emotional Learning
Emotional learning focuses on understanding and managing emotions as part of the learning process.
Example: A student learns how to handle stress and anxiety in exam situations through mindfulness exercises.
Cooperative and Collaborative Learning
This applies Bandura’s Social Cognitive Theory and involves learning through working together with others to achieve common goals by sharing knowledge and skills.
Example: A group of students working on a project, where each member contributes their own research to complete the task collaboratively.
Types of Cognitive Learning Strategies
Anchored Instruction
Anchored Instruction as a cognitive learning strategy uses simulations to provide realistic contexts for learning. It’s best used to develop problem-solving skills.
Example of Anchored Instruction in Action:
- Create a story based on a real-life situation.
- Outline the problems that the story might lead to.
- Present the story in a series of interactive videos.
- Encourage the learner to add possible problems.
- Ask the learner to solve problems within the context of the story.
Cognitive Apprenticeship
Cognitive Apprenticeship involves guiding learners through the process of knowledge acquisition and applying new skills. This method is particularly effective in problem-solving and task completion during training. It can be applied in several ways:
- Actively encourage self-directed problem-solving by having learners identify and solve problems on their own.
- Demonstrate and explain a solution to a problem, providing a clear model for learners to follow.
- Ask learners to articulate their thought processes while performing a task in front of others.
- Observe and coach learners on their problem-solving methods, offering guidance and feedback.
- Encourage learners to analyse and compare their performance with that of others, fostering reflection and continuous improvement.
Multiple Representation Principle & Split-Attention Principle
The Multiple Representation Principle involves using various forms of media, such as images and audio, to enhance the learning process. The Split-Attention Principle builds on this by recommending specific ways to use these media to maximise learning effectiveness.
For instance, audio is particularly effective for presenting linguistic information because it aligns with our natural auditory processing. In contrast, text, which is a visual representation of language, might not be as effective when used alone, as our brains process it differently. In fact, a 2013 study found that learners were more engaged when audio was integrated into training programs.
On the other hand, a combination of video, images, and text is best for processing spatial information, as it leverages our visual and spatial processing abilities.
Learner-Centred Strategy
A learner-centred strategy focuses on addressing an individual’s needs, preferences, and experiences. It encourages active participation, allowing learners to shape their learning journey by choosing the best methods and resources for their learning style. This strategy promotes self-directed learning and adaptability.
For example, accommodating preferences when providing learning materials empowers students to take ownership of their learning.
Learning Through Discovery Strategy
This cognitive learning strategy emphasises exploration and independent problem-solving. Learners are encouraged to investigate topics, experiment with new ideas, and draw their own conclusions, fostering critical thinking and self-reliance.
For example, encouraging students to research a complex problem will help them develop their own hypotheses and conclusions based on the information they discover.
Personalised Learning Strategy
Similar to a learner-centred approach, a personalised learning strategy tailors the training experience to meet individual learners’ needs, cognitive skills, and pace. It allows learners to work through materials in a way that aligns with their unique learning preferences, providing them with the right resources and support at the right time.
A Learning Management System (LMS) that offers personalised learning paths or adjusts difficulty based on performance can provide the right level of support and challenge. This will optimise the overall learning experience.
Application of Cognitive Theory in Learning
Businesses can use cognitive learning theory to make training more effective for different audiences:
Deskless Workers
Cognitive learning theories can be effectively applied to deskless workers, whether they are working in teams or on their own. Pairing experts with novices allows for social observation and reinforcement during training, enhancing learning through interaction. For lone deskless workers, self-assessments are valuable tools for evaluating and improving their own performance.
Remote Employees
Anchored instruction in online training courses can significantly enhance problem-solving skills for remote learners. Incorporating media like images, videos, and audio into eLearning courses can further enrich the learning experience, making it more engaging and effective.
Hybrid Employees
Taking a blended learning approach with a combination of in-person and online training is most effective for hybrid employees. Structured online training can provide flexibility, while in-person sessions encourage social interaction and collaboration. This combination supports both independent learning and group problem-solving, improving the adaptability of hybrid workers.
New Employees
Applying cognitive learning theory to your onboarding and inductions can break complex tasks into manageable steps. Using the Vygotsky Scaffolding Theory, where tasks gradually increase in complexity, allows new hires to build on their knowledge over time. This ensures a smoother transition and helps to overcome the Ebbinghaus Forgetting Curve.
On-the-Go Employees
Microlearning is an effective application of cognitive theory for employees who are frequently on the move. Providing small, bite-sized chunks of information that can be accessed on mobile devices allows these employees to learn in short bursts, making the content easy to digest and retain in fast-paced environments.
Experienced Employees
With technology advancing quickly, addressing skill stagnation has become a priority for many businesses. However, learning new techniques can be challenging for experienced employees who are accustomed to their established routines. By embracing Piaget’s Cognitive Learning Theory, educators can help these employees assimilate new ideas and adapt existing processes, rather than discarding them altogether.
Other Learning Theories
Now that you’ve learned all about cognitive learning theory, how it improves the cognitive process, and the application of cognitive learning strategies, read up on the different learning theories such as:
