This article starts with an assumption. Good news – your experience will confirm that the assumption is correct. Here it is: We are often most effective when we learn with and from others. And at work, learning from others is often most relevant and practical. If you agree with this assumption, read on. Because I’m going to help you create more of it with peer learning groups.
Set an Expectation
As is the case with any change, people need to know what is expected. When peer learning is seen as a part of the job expectations, it is more likely to occur.
If “learning” in your organization only happens in “training” or in your LMS - peer learning groups won’t flourish. Similarly, if people expect their boss to provide all the coaching and feedback, peer learning won’t happen.
If you want peer learning, you must create a cultural expectation for it. You must expect/allow people to gather (virtually or in person) to share lessons, learn together, solve problems, and give feedback. If you don’t, peer learning groups won’t emerge in your organization.
Do you expect people to share and learn together?
Create Structure
Expectations are the foundation, but they are just the start. Look for formal ways to make it easier for peer learning groups to form. Some suggestions include:
- Create space in meetings for sharing lessons and best practices.
- Hold (or allowing people to call) meetings with learning, sharing, and problem solving as the sole purpose.
- Support book clubs where people can share what they learn.
- Encourage groups who onboard together to continue learning together beyond the initial learning.
- Use channels or forums in your virtual tools like Slack, MS Teams, etc. to encourage ongoing learning.
These are just a few examples to get you started. You can think of others (and ask your team too).
What structure could you provide to create ongoing peer learning groups?
Make Space for Informal Opportunities
Formal structures and plans are useful, but not all peer learning groups need to be formed or formalized by leadership. Clearly communicate the importance of and expectation for peer learning. Then allow people the time and opportunity to create it for themselves. The formal structures provide examples and encouragement, but let people create their own ways to learn together.
Give people time and let them know that learning time is work time. When people see that and know you ar serious about it, human nature can take over. Then people will find ways to learn together informally.
Are you providing time and encouraging people to learn together?
Tie Peer Learning Groups to Training Efforts
This idea could fit inside the “Create Structure” segment. However, it is too important to not make it a specific suggestion.
Training is an event, but learning is a process. Peer learning groups can create real and lasting learning (and application) from your training investments. Examples include classroom learning, virtual sessions, webinars, conferences, eLearning courses, onboarding experiences, and more.
What does this look like?
It starts in the experience itself. Create your workshop or onboarding process to include small group interaction and peer learning. Expect people to share experiences and build connections between what they are learning and real life. But it goes beyond the experience or event too.
You can create peer learning groups or cohorts that meet and interact after the event. You can expect and encourage groups to do things like:
- Discuss what was learned and how to best apply those ideas.
- Share best practices in applying the learning.
- Hold each other accountable for trying and practicing.
- Give each other feedback and coaching.
- Ask questions of each other – to gain group perspective and insight.
These things will help the investment in your training begin to pay greater returns, almost immediately. Consequently, people start to become more interested in their development, because they are making real progress.
How can you use peer learning groups to extend and deepen the value of your training investments?
We know we can learn (a lot) from our peers. Why wouldn’t we want to support that in our organizations? I’ve given you five ways to help make that happen. I urge you to apply these ideas. Your team and your results deserve it.
I like how you emphasize the importance of peer learning in organizations and provides practical suggestions for fostering it. Effective learning often occurs through collaboration and shared experiences. The article rightly points out that establishing cultural expectations is crucial for the success of peer learning groups.