Collaborative training: Types, applications, & benefits

Collaborative training is a type of employee training rooted in educational theory, consistently delivering positive learning outcomes. 

It enhances learner satisfaction, supports trainer well-being, and promotes a healthier organizational culture. Beyond these benefits, collaborative training is also cost-effective and easy to implement. 

It can revitalize traditional training approaches and even transform an organization’s entire corporate learning and development strategy. Understanding its impact is crucial for businesses aiming to improve employee development. 

In this article, we’ll explore the meaning of collaborative training, its key types, where it works best, and the benefits and challenges it presents.

What is collaborative training? 

Collaborative training focuses on group work, knowledge sharing, and joint problem-solving. Unlike independent training, where learners must self-motivate, collaborative training encourages them to engage with peers for support and learning.

Trainers use collaborative methods to boost engagement, strengthen teamwork, and encourage a positive learning culture. These methods also serve core educational goals, including knowledge retention, performance improvement, and reskilling.

Elements of collaborative training have existed for millennia, but educational theorist Lev Vygotsky formalized them through his theory of proximal development. Even today, it can feel unfamiliar to learners, so careful implementation is essential.

What are the different types of collaborative training?  

Collaborative training methods take many forms. 

A company implementing collaborative training principles might make a few tweaks to a workshop-style training session. But they could go as far as an enterprise-wide software package. 

Now, let’s take a closer look at the four main types of collaborative training:

• Think, Pair, Share 
• Group problem solving  
• Peer review 
• Online learning environments 

Think, Pair, Share 

This simple technique helps engage and encourage everyone in a training session. It’s especially valuable when you want learners to build trust in one another, think deeply about a problem, and make mistakes safely. 

How to implement Think, Pair, Share

Trainers should strategically plan opportunities for its application rather than introducing it randomly. The technique should be aligned with the training objectives and seamlessly integrate with the overall session structure.

A “Think, Pair, Share” moment follows this pattern: 

• The trainer poses a question.
• Everyone shares their response with the person next to them briefly. 
• The trainer then chooses people at random to answer the question. 

This technique helps build community, giving the trainer valuable feedback about knowledge retention and understanding.  

Tips for using Think, Pair, Share  

If you’re planning to introduce this method, make sure you think about: 

• Explain steps: Clearly outline the steps to ensure learners understand.

• Repeat usage: Use it multiple times until participants feel comfortable.

• Encourage participation: Ideal for boosting engagement, but less necessary if everyone is already involved.

Think, Pair, Share takes little effort to incorporate into your next training session.

Who is it for? 

“Think, Pair, Share” is ideal for in-person training sessions, particularly in traditional classroom settings where active participation is encouraged. It encourages engagement and collaboration among learners. Remote sessions can still benefit from this method but may need extra planning or technological support to ensure effectiveness and smooth interaction.

Group problem solving  

Group problem-solving involves small teams analyzing, discussing, and resolving a specific issue. It’s a common approach in education and the workplace, strengthening critical thinking, teamwork, and problem-solving skills.

How to implement group problem-solving 

A good group problem-solving task should be set up carefully. Think about the following steps: 

• Select a relevant learning moment where group problem-solving will be most effective—not just because it’s convenient.

• Form the right groups. While this may come naturally for specific business units, cross-functional teams must choose the right people.

• Offer the right level of instruction to guide the groups in solving the problem. Introduce challenges by withholding key information to encourage deeper thinking.

Tips for using group problem-solving 

You can’t rush a good group problem-solving task.  So, when you are planning your group task, think about the following points: 

• Understand the imaginary scenario: Ensure a clear understanding of the problems in the scenario. A solid grasp of the context improves the exercise’s effectiveness.

• Ensure relevance: The problem should relate directly to the learning objectives. Relevant exercises keep participants engaged and prevent them from feeling they’re wasting their time.

• Balance complexity and feasibility: Find the right balance between challenging tasks and realistic outcomes. Training exercises should push participants without being overly complex.

• Allocate time for reflection: Give participants time to reflect on the exercise’s outcomes. This helps them identify strengths and weaknesses and enhances learning.

Who is it for?

Group problem-solving is useful in various situations.

It can be a team-building exercise where discussing specific information matters less than the team’s collaboration to find a solution.

Group problem-solving is also valuable for preparing teams for real-life tasks in critical business areas. In these exercises, learners practice making sense of complex, fast-paced information without the risks tied to actual business challenges.

When staff are in especially critical roles, group problem-solving may overlap with simulation training, offering a more immersive experience.

Peer review 

Peer review is a method used in professional settings to assess and improve the quality of work through peer evaluation. It involves employees reviewing and providing feedback on the work of their colleagues or peers.

How to implement peer review 

Take these steps to implement a peer review activity: 

• Identify a task or project where this aspect of CPD is especially important. Peer review can be a part of a training exercise or an element within a larger workflow.

• Choose two peers who form an appropriate pairing. This method works well when they are at similar levels of seniority and experience, allowing them to share different knowledge and learn from reviewing each other’s work.

• Provide some supervision from an outside observer. They should participate in a reflection session with the reviewers to guide the process and help analyze their feedback.

Tips for using peer review  

Peer review is a simple and low-risk method of training. Consider these tips when you’re starting: 

• Collaborative techniques: These might not work perfectly on the first attempt, so try and see what happens. You’ll learn from the experience and improve over time.

• Preparation: Reflect on the most suitable software for the peer review task. Even if it’s just Google Docs, ensure your team has the tools to succeed.

Who is it for? 

This technique is naturally suited for written or documentary tasks, such as producing a strategic plan, a sales presentation, or a content brief. 

However, peer review can also work in more practical situations. In a warehouse, for example, staff members review each other’s performances at different levels.  

Online learning environments 

Software learning environments are designed for companies seeking to elevate their collaborative learning experiences. These environments often encompass adaptive learning platforms, training, and learning management systems (LMS). Digital adoption platforms (DAPs) may also be integrated into this system, providing a comprehensive approach to learning and development. 

How to implement online learning environments 

Implementing software learning environments is a substantial decision that requires careful consideration of organizational needs and goals. It involves selecting and integrating the appropriate platforms, ensuring seamless integration with existing processes.

Tips for using online learning environments 

Here are some of the main things to consider when you’re introducing a learning management system (or other collaborative software): 

• Prioritize user training and orientation: Maximize the benefits of the software learning environment by ensuring users are well-prepared.

• Regularly update and customize content: Align content with evolving learning objectives and organizational requirements to keep it relevant.

• Breed a culture of continuous improvement: Encourage feedback and suggestions to enhance the learning environment’s effectiveness.

Who is it for? 

Software learning environments can be applied in various ways, making them suitable for different organizational needs. They are especially useful for implementing solutions across an entire company, providing a solid foundation for creating materials that support team collaboration. These environments help create a space where employees can access and share resources to work more effectively together.

The business applications of collaborative learning

The example of collaborative training intervention we’ve described above has countless practical applications for businesses. 

In this section, we’ll introduce four stand-out use cases that prove how valuable collaborative learning can be.  

Learning technical skills on the job  

Collaboration is an effective way to share niche technical skills. While it’s especially relevant for tasks involving machinery, it applies to any situation with specialized software or hardware. This approach promotes a “learning by doing” mindset, focusing on hands-on experience to deepen expertise and enhance practical knowledge.

A recent example of collaborative training for on-the-job technical skill development is evident in the automotive industry’s shift towards electric and automated vehicles. 

Companies like Peugeot and Jaguar Land Rover are reskilling employees for roles in battery production and electric vehicle maintenance. This initiative involves collaborative training programs to equip workers with the necessary technical skills to adapt to evolving industry demands.

Building a cross-functional team 

Another key business application of collaborative learning is forming cross-functional teams. Effective cross-functional teams rely on strong knowledge exchange, and collaborative learning methods are central to this process. 

This approach strengthens individual capabilities and promotes a collaborative environment by facilitating knowledge sharing across diverse skill sets, ultimately driving organizational agility and innovation.

Another benefit of using collaborative learning in cross-functional teams is its ability to break down silos within an organization. When team members from different departments collaborate, they gain insights into various aspects of the business. 

Enhancing a collaborative culture 

Collaboration underpins everything leading organizations do. Collaborative learning can be the linchpin in developing a learning organization, breaking down the silo mentality, and adapting to the new challenges of the day. 

A recent HBR article emphasized that collaboration is not just about policy; it requires listening, empathy, followership, and clear communication skills. Collaborative training exercises can effectively prepare individuals to develop and strengthen these essential skills.

Collaborative training helps develop important skills like listening, empathy, and clear communication. These skills are needed for effective teamwork. When practiced in training, people get better at using them in real work situations. Training exercises also allow teams to work through challenges together, improving their ability to solve problems as a group.

Improving traditional training sessions 

For many organizations, traditional training methods—where one person leads the session in front of the room—are still the norm. However, incorporating simple collaborative techniques can elevate these methods. 

Activities like “think, pair, share,” group work, and peer reviews can easily be added to enhance engagement and encourage knowledge sharing among participants.

These approaches foster active participation and allow individuals to learn from each other, creating a more interactive and dynamic environment. As a result, participants absorb the content and develop essential skills like teamwork and critical thinking.

What are the benefits of collaborative training?

Collaborative training techniques are a valuable tool for any trainer’s tool kit. 

We’ve seen how collaborative training can take many forms and have a wide range of business applications. However, collaborative training has several benefits over other methods and approaches. 

In this section, we will explore the benefits of collaborative training: 

High-impact and low cost 

The simplest collaborative methods can significantly boost learner outcomes, even with little to no cost. Research from the UK’s EEF highlights how these methods can enhance engagement and learning. These approaches promote active participation and deeper understanding, making them a powerful tool for any training program.

Encourages individual responsibility

Collaborative working enhances team dynamics and creates a stronger sense of interdependence within the group. A 2016 study by Dutch researchers found that team members recognize their own role in the collaborative process. This understanding allows people to “pull their weight” more effectively than with independent training methods.

Strong research base 

With a strong research base behind collaborative training, learning and development leaders can implement collaborative strategies with peace of mind. The extensive literature in business publications, academic research, and philosophical tracts all help justify the extensive training budget.  

What are the challenges associated with collaborative training?  

So far, we’ve focused on the benefits of collaborative training. However, like any learning method, collaborative techniques also have challenges.

In this section, we will explore the challenges of collaborative training: 

Not everyone likes collaboration 

Collaborative training methods don’t suit everyone. When UK researchers investigated students’ emotional responses to collaborative training, they found an almost equal split between positive and negative responses.  

Although collaborative training is an excellent tool to include in your repertoire, it should not be the only way you ask staff to learn. When it’s appropriate for employees to work independently, you can ease off from the collaboration-focused aspects. 

Too much collaboration is exhausting  

Workers often collaborate on multiple projects throughout their careers. Research from HBR highlights the risk of collaborative overload. Even those who enjoy teamwork need time to focus on individual tasks. Too much collaboration can lead to burnout, reduced productivity, and hinder personal growth. Balancing group work with solo tasks helps maintain efficiency and ensures employees stay engaged and productive in the long run.

Ensuring equal participation

Another challenge in collaborative training is ensuring equal participation among team members. Differing levels of engagement, expertise, or assertiveness can create imbalances within the group, hindering the collaborative process. Striking a harmonious dynamic where all participants contribute meaningfully requires careful facilitation and consideration of individual strengths and communication styles.

The future of collaborate training 

In today’s businesses, there are numerous opportunities for collaborative training, and an intentional focus on collaboration can create a significant impact. 

Whether it’s a major shift or a subtle enhancement, incorporating collaborative training can transform your organization’s approach to learning. 

While Statista’s list of popular instructional methods may not specifically highlight “collaboration,” it’s clear that working together is essential within blended learning, social learning, or even traditional instructor-led formats. 

Integrating collaboration into these frameworks, organizations can improve engagement, strengthen team dynamics, and ensure that learning is more interactive and effective for all involved.