How can you incorporate peer-to-peer learning into leadership development?

Leadership learning is a long journey and people with their strengths and AOI (areas of improvement) must be briefed about what they can do better. 1. Identify the learning gap and make it clear to the employee why its important for him to learn it. 2. Conduct a meeting of trainer-trainee in your presence and clear the objectives and benefits to both. 3. Ensure trainer's willingness and support. Make him clear that his contribution is highly valued. 4. Set a schedule which suits both, especially the trainer. 5. Get instant feedback from both after the first assignment or meeting. 6. Keep reminding both the ultimate objective of these sessions. 7. Acknowledge trainer's contribution in public. 8. Ask the trainee to implement his learning.

peer to peer learning as well as requires preparation. I mean that an individual should be prepared to talk and to answer expected questions.

Peer Mentoring: Establish a peer mentoring program where experienced leaders mentor and support emerging leaders. Pairing leaders at different levels allows for knowledge sharing, guidance, and learning from practical experiences. Action Learning Sets: Create small groups of leaders who meet regularly to discuss challenges, share insights, and work collaboratively on real-world problems. This approach encourages peer support, collective problem-solving, and learning from diverse perspectives.

Peer to peer learning can be started by sharing and discussing each other's perspectives. To do that you can choose a platform which will facilitate the discussions among the team. Slack, Google hangout, may be a WhatsApp group can help. SMART is the simplest technique one can use to set clear goals of peer to peer learning

Collaborative Projects: Encourage leaders to collaborate on cross-functional or interdepartmental projects. This allows them to learn from each other's expertise, leverage diverse skills, and foster teamwork while working towards a common goal. Peer Coaching: Implement a peer coaching framework, where leaders take turns coaching and being coached by their peers. This approach promotes self-reflection, active listening, and skill development through constructive feedback and support.

You can approach your manager or senior management to be your partner in this learning journey. This will not only help in peer to peer learning but in improving your overall work as well. LinkedIn is certainly a great platform to connect with different leaders from your industry and you can always approach them to be your mentor. These days many organisations are identifying people who can support others to learn and grow and designating them as learning champs to facilitate this process

Collaborative Projects: Encourage leaders to collaborate on cross-functional or interdepartmental projects. This allows them to learn from each other's expertise, leverage diverse skills, and foster teamwork while working towards a common goal. Peer Coaching: Implement a peer coaching framework, where leaders take turns coaching and being coached by their peers. This approach promotes self-reflection, active listening, and skill development through constructive feedback and support.

I would ask Hearing Voices Networks, Will Hall, Open Dialogue, Mental Health Trieste (Italy), Re-Thinking Psychiatry, Portland, and many others.

If you search around, you will find many groups who are doing specific activities on a regular basis. For e.g. you can join a reading forum, group and mission to learn from the books. Reading and writing a summary of it on a paper will surely help you in different scenarios. Suppose if you would like to understand what successful people like Sundar Pichai, CEO, Google do for running such a big organisation successfully, you can read the books available on him.

Apart from what is mentioned above, you can float a Google form to understand how much improvement you have done after implementing a particular learning method. Evaluation and assessment need to be a continuous process as it will help you to pause, reflect and then improve

Establish regular feedback loops where leaders provide feedback to their peers on specific leadership behaviors and outcomes. Use feedback as a tool for ongoing development and improvement.