How can peer learning be used in training delivery?

Peer learning is centered around the concept that we each have a gift that is unique to our being so when peers share they are able to uncover strategies that they otherwise would not have thought of. This can be done in the form of games or interactive cards that ask different types of questions and can also be done from a gamification perspective where healthy debate and agreeing and disagreeing is welcomed. Here perspective is rampant as the phrase “I never thought of it this way” continues to be repeated. This is peer impact at its greatest!

Mentorship Programs: Peer learning is a valuable training delivery method that promotes collaboration and knowledge sharing among learners. It can be used effectively in various educational and training contexts to enhance learning outcomes. Here are some ways to incorporate peer learning into your training delivery: Implement mentorship programs where experienced participants can guide and support less experienced ones. Pairing learners based on their skill levels and interests can enhance the effectiveness of this approach. Increased Engagement: Interactions with peers make the learning experience more engaging and enjoyable.

An ideal examples of peer learning is on the job, buddy up program. This program are defined where the peer learning is been focual point of learning both in formal and informal way, the objective of the program is where the learner learn by its peer experience and guidance. Such program been seen and practice across industry. learning team member need to be in constant touch during the peer learning ensuring that the learning is happening in the desired way and feedback and review happening at regular interval.

In the corporate world, think of "buddies" as experienced colleagues who help newcomers. They work alongside the idea of peer learning, where people learn from each other. This combination makes learning more structured and aligned with company goals, making it effective.

Peer learning is a valuable method that can be used in training delivery to enhance the learning experience, promote collaboration, and provide a fresh perspective. Here are some ways to incorporate peer learning into training programs: ? Peer Feedback and Assessment ? Group Projects and Collaboration ? Mentorship and Coaching ? Peer-Led Workshops and Presentations ? Communities of Practice ? Peer Review and Peer Editing ? Problem-Solving Circles ? Peer Assessments and Self-Assessments ? Cross-Departmental Learning ? Gamification and Competitions ? Debriefing and Reflection ? Regular Knowledge Sharing Meetings, etc. By incorporating peer learning into training delivery, one can leverage the collective knowledge and experiences.

This empowers people and enhances social engagement; which I turn bolster psychological safety and activates positive learning pathways. I also appreciate as a facilitator the translation and application of training content. Peer learning jumpstarts this while still in the training, suggesting the like when people leave and return back to their respective work/living spaces.

Peer learning is an approach that provides exceptional learning experiences to professionals across various teams & industries. If well structured, the benefits are unquantifiable. Peer learning encourages participants share their expertise, discuss real-world challenges & brainstorm ideas. The cross-pollination of ideas help them gain fresh perspectives & develop new strategies. However, one key thing to do before the peer learning session starts is for the facilitator to create a safe & inclusive learning environment, encourage participants to have a growth mindset, leave their comfort zones, be open to different viewpoints & embrace the spirit of continuous learning.

One of the best ways to get your audience to become engaged is to allow them to get things off their chest. Perhaps they think a different way. If you allow them to express that they disagree and thank them for their contribution they become more open to hearing what you are delivering to them in your facilitation. People want to be seen and heard before they listen. This perspective also encourages others to want to share and before you know it the participants are all fully invested. Participants don't always remember theory but most often science shows people remember stories, scenarios and that evolves from peer learning that the facilitator then drives home.

From my perspective as a trainer or training participant, peer learning is a dynamic approach where you and your fellow participants work together, teach each other, and support one another during the training. It's an engaging way to boost your understanding, confidence, and skills. With peer learning, you can grasp training content more effectively, exchange diverse viewpoints, and feel part of a supportive learning community. It's a valuable method that complements other training techniques.

As a military recruiting leader, I used peer learning in the form of role playing scenarios. The two newest recruiters would play out am applicant appointment. Their peers would give feedback at the end. This enabled everyone to have a part in the lesson, and 'real' learning occurred during these exercises.

Once, in a training I was delivering in Southeast Asia, I decided to get each participant in the training explaining a specific skill learnt in the course ... to the entire class. This initiative had an excellent feedback, it involved everyone, it was great fun also, it got everyone to learn from everyone, and for me, the trainer, I got confirmation that each "learner-teacher" had really understood the skill they were presenting.

For me it's best to have it informally. Candid question and answer during work, being helpful around more junior team members, be the point of reference to the team. All this can only work if the team has created an environment when it is okay fot any of them to admit that they are facing issues and need help to solve it.

A way to make a training more engaging is crowd-sourcing the answers to a participant's question before providing the answer/response as the trainer/facilitator. E.g. "Before I provide my response to that, let's hear what others have to say" (then randomly pick someone to kickstart their thoughts on the matter). Doing this, I noticed participants would tune in to hear what their peers have to share about their experience on a particular topic/idea/approach. It helps them gain insights and perspective on their issue. Then, as the facilitator, we acknowledge their input and provide our relevant set of views or best practices to enrich the sharing done.

There are many ways to use peer learning and it definitely depends on the context and alignment with the session/lesson objectives as well as the participants. Peer learning and the success of peer learning dramatically differs in highly sensitised/success driven environments in comparison to homogeneous cohorts that have very similar intrinsic motivational drive. Asses your environment and the contributing factors that will determine the success rate of using peer learning as a tool.

Using the correct software tools helps here, in order to promote the sharing of the knowledge in the heads of each member of the team and ensuring it is surfaced easily and without friction to those who need it. The whole approach to peer learning can become hampered with process and manual actions that actually prevent the simple flow of information between peers, so make sure you use technology to ease this burden.

A few years ago, I had a very positive, enriching peer learning experience: I joined a working out loud #wol circle. Randomly paired, we started our learning journey - each of us working on their individual learning goals. None of us were experts - it was learning on eye-level. Our weekly interactions and the joint achievement of little milestones really made the difference compared to self-paced individual learning. ?? I found it very helpful to change roles for every session, from moderator to active listener to coachee. Based on my own positive experience, I try to incorporate peer learning elements in our trainings - wherever possible. ? A trusting and encouraging learning environment is the key ingredient for successful learning!

Such a thing creates trust and healthy work environment. Everyone aims to complete the task instead of living in fear of being called incompetent. This also creates a situation where best practices are being passed from one operator to another.

There's so much knowledge in the head of the individual, and encouraging tacit knowledge sharing (knowledge they didn't know that they had!) is a great benefit to peers. It also reduces the load from the L&D department to constantly and consistently create applicable and relevant learning content.

On a complex project years ago, there was a team that thrived on peer learning. Instead of relying solely on managers & trainers, they formed a culture of sharing knowledge & expertise amongst themselves. Through informal discussions & skill-sharing sessions, they discovered the power of peer learning. This approach not only expanded their individual capabilities but also fostered a strong sense of camaraderie & cooperation within the team. As a result, productivity skyrocketed, creativity flourished & the team became an agile & adaptable unit. The organization noticed this transformation, acknowledged the tremendous benefits & invested in creating a structure that supported peer learning across all teams.

Peer learning elevates the traditional learning experience by fostering a sense of community and shared exploration. ?? By tapping into the diverse expertise within a group, it truly champions inclusivity and a wealth of perspectives. Stronger bonds are forged as learners collaborate, challenge, and inspire one another. ?? The beauty of this approach lies in its organic nature – it's a hotbed for innovation, allowing creativity to flourish. When learners are deeply engaged and find meaning in their interactions, satisfaction and performance naturally soar. Here's to harnessing the power of collective wisdom! ?? #PeerLearningBenefits #TogetherWeLearn

The maich challenge I believe that not all learners are committed and they may have different learning goals and learning methods. On Coursera peer-graded assessments I usually find that most learners don't provide specific and meaningful feedback on the assignments and provide comments like: Good work or great job only. Therefore, finding meaningful ways to engage all learners and make them sharing knowledge using gamification for example considered a priority.

Designing quality and useful peer learning opportunities is more complex than just having 3 to 4 people sit and chat for 10 minutes, or assigning participation in an online forum (such as the dreaded "Make one post by Tuesday, then respond to 3 other posts by Thursday"). Make sure you're prompting and encouraging real-world conversations and leading those discussions toward a more in-depth understanding. Great peer learning opportunities often teach the proctor/trainer something new as much as they teach the learner.

The challenge of peer learning is ensuring that what is communicated is indeed correct or taken in the right context. This is why peer learning should always be concluded with next in command or a facilitator to dispel any incorrect statements or add more context. Peer learning can also cause more dominant personalities and talkers to take over resulting in impact only happening in one direction or not at all.

In my experience, one of the challenges to peer learning is team members reluctant attitude to peer learning. Some team members seem to thrive on the thought of being more knowledgeable than others colleagues and would deliberately withhold pertinent information in fear of being replaced or to keep the upper hand.

When colleagues are too afraid to admit that they are unclear of a process and are too afraid to seek help. Such condition shall stunt peer learning.

Here are some practices that can be used to maximize the potential of peer learning within your organization: 1.Identify “Skill Champions” Discover and recognize skill champions who will become the guiding lights of knowledge, assisting their colleagues in mastering specific skills. Being a skill champion isn't just a title; it's a source of pride, making employees feel valued and, in turn, inspiring others to follow suit. 2. Peer-Learning Networking events Let employees share knowledge and experiences in a casual, informal setting. Use games, activities& real-world case studies. Topics may revolve around the challenges your company faces, emerging trends, and strategies to stay ahead. Consider inviting guest speakers and industry experts.

When incorporating peer learning into training delivery, it is crucial to ensure that the learning objectives are clear & aligned with the overall training goals (informal peer learning included). Additionally, establish a supportive & inclusive environment that encourages active participation & collaboration among learners. Trainers to adopt facilitation approach, by using their experience to facilitate opportunities for learners to share their knowledge, experiences & perspectives with one another. Facilitators to provide guidelines & framework for effective peer feedback & evaluation. Also consider the diversity of skills & knowledge within the group to promote cross-learning & the development of a well-rounded team.

Peer learning helps develop a sense of community amongst the group of learners. They can collaborate and learn much more during the interactions. When the sharing comes from past experiences, the transfer of the knowledge to real-life becomes smoother.

To begin with,one should understand which area that in trainings deliveries is lacking off.A few area of such like engagement, content, humoured, speech, technology and many more.I'm an introvert whereby sometimes the depths of a topic can hindrance the delivery outcome, hence my experience in this is to co train or help facilitate with trainers which are in the extroversion or humoured type deliveries to balance the growth while evolve. At point it will be difficult but with time , it can help improve the visibility within the area which is lacking. An area which is on going learning as a trainer as we dealt with multiverse type of participants across age groups and personalities dynamics even for professionals which is well established

Sometimes it can be very difficult for peers to write down what they know - because sometimes they don't know what they know, or they don't see what they know as being valuable. A lot of this can be helped by guiding with questioning. "Hey, we're trying to do X, how would you do it" - or in development, we ask devs to look through the code & ask questions, that forms the basis of the structure for some documentation, and gradually gets built out. Instead of just being presented with a blank page to share knowledge etc. Knowledge share takes many forms, some work for some people, some doesn't - everyone learns (and teaches) differently!