What are the most common challenges in peer learning networks?

Putting someone in a new situation and way of working activates the amygdala and prefrontal cortex, as each person is trying to assess if the others are a part of their tribe or not. Sharing time, sharing experience and sharing goals is the quickest way to get those nucleus accumbens to light up together so that they view each other as the same, which will ultimately build trust and create high performing teams.

Entendo ser o maior desafio, pois implica na conquista da confian?a e após o trabalho fluíra, sempre atento a transparência, trazendo suas competências de forma leve e eficaz

This article discusses the advantages of informal and personal interactions, especially ones that share one's own challenges and successes; I especially support this idea. As a training specialist, others may become self-conscious about the feedback they receive from me, our surveys or others forms of progress and data collection. In turn, this may also create defensive barriers. To circumvent that, I like to take opportunities to build a culture amongst a group, especially one that is open to being vulnerable. Often, we have to have a veneer of perfectionism in certain roles; dropping that need to cover weaknesses will allow everyone to openly share their troubles and concerns, and--eventually and collectively--find solutions together.

Managing diversity and conflict in peer learning networks has been one of the more challenging aspects I've encountered. While enriching, diversity in backgrounds and perspectives can sometimes lead to misunderstandings or disagreements. For instance, in one of the peer learning groups I facilitated, differing opinions on a project led to a conflict that threatened the group's dynamics. Navigating this required active mediation and fostering an environment where all viewpoints were respected and considered. This experience underscored the importance of establishing clear guidelines for interactions and conflict resolution at the outset.

A media??o de conflitos sempre aparece nos trabalhos em equipe e nos pede muita maturidade e inteligência emocional para navegar neste tema, sem criar um problema maior ou até a impossibilidade de continuidade do trabalho

One thing that resonates with me is the idea of culture. As I said in the previous section, creating a culture of feedback and vulnerability helps individuals to feel comfortable. However, there's also HOW we communicate. For example, in my experience, some settings have a higher allowance for vulgarity; in others, there is a severe reaction to even low levels of such expressive language. If the two meet, there may be moments of miscommunication or even culture shock. Therefore, setting up a unified group culture, one with norms that are clearly understood by all participants, will help expedite building unity. In fact, building a list of norms together may help build momentum towards a group identity.

Who’s in charge when no one’s in charge? Leading a group of peers is one of the most complex and awkward situations an individual can encounter. Traditionally, the leader is immediately distinguished from their followers by their direct authority over them, but when you are all peers, that distinctive separation is nonexistent. Paradoxically, while the peer leadership scenario occurs daily within every organization, it remains largely overlooked in professional leadership development. And this creates a situation I affectionately call “Musical Chairs.” You’ve probably seen it in your organization: a group project that’s been delegated without any clear structure and transforms into a battle royal for decision-making power and status.

Quando conseguimos equilibrar de forma a que tenhamos uma estrutura convergente com os objetivos e entendendo de forma clara a abrangência e importancia do tema, conseguimos flexibilizar sem derivar e ainda convergir a equipe para o mesmo caminho

On structure and goal-setting: always create measures of success/rubrics together. This will help everyone know what a "100%" looks like compared to a zero. For example, a vague goal may say "Increase college acceptance rates among students." In one setting, getting students into any college--no matter the quality or "fit" for a student--would look like success. In another more healthy setting, one would match students' needs and interests. If the two meet, frustration could arise over their organization's mission. As such, clearly making goals together will avoid this concern. However, still be flexible with how realistic and attainable your goals are. Create short and longterm milestones to achieve your goals, and try different methods.

Four Tips: ? Pride: While you may have come from a situation where you had a direct line of authority, you must realize and adapt; you are an equal team member now. ? Leadership Style: You must be flexible with your leadership style in a peer group setting, as an autocratic approach will likely produce negative results. In contrast, a participative approach may produce positive ones. ? Insecurity: Team members may hesitate to provide input because they are unsure of themselves and would not welcome any embarrassment. And this is where you must foster an environment of inclusion. ? Communication: To optimize a group’s performance, everyone’s role should be identified and defined, and this can be enabled with effective communication.

Devemos sempre considerar os diversos perfis da equipe, podendo saber também suas for?as de assinatura com o questionário VIA e modular o melhor aproveitamento de todos para o projeto e podendo dividir de forma assertiva as miss?es de cada um dentro da equipe

I'll emphasize the need to build culture and understand one another; everyone you work with--especially in a truly diverse setting of different ages, races, ethnicities, gender identities, religions, education and work experiences, and more--will be approaching your concerns and goals from a myriad of different angles. They will have their own needs to fulfill in providing solutions and even possibly their own traumas to process. Finding commonality in one another helps to break down misunderstandings; celebrating or empathizing with differences will give you better ways to meet a problem from every direction and find solutions that will hopefully help as many people as possible. Always strive for making differences work.