Collaborative Learning: Harnessing the Power of Peers

When it comes to learning new skills, who do you turn to first?

According to a study conducted by Degreed, a learning platform provider, the answer for most workers is their peers. In fact, 55% of workers surveyed said that they rely on their colleagues for learning, second only to asking their bosses. This highlights the importance of peer-to-peer learning, which can be a powerful tool for skill-building that overcomes many common barriers to learning.

Despite its many benefits, formal peer-to-peer learning programs are still not widely adopted in many organizations. According to a survey conducted by McKinsey, less than half of organizations have established any formal peer-to-peer learning, and one in three do not even have systems in place to share learning among employees. Managers may be reluctant to implement peer-to-peer learning because they believe that outside experts are more valuable as teachers or because they perceive peer-to-peer programs as less efficient than single-day training sessions with external experts.

The "Learning Loop"

However, research shows that peer-to-peer learning is more effective than traditional training methods in many ways. For one, peer-to-peer learning taps into the expertise that already exists within the organization. Additionally, peer-to-peer learning is uniquely suited to the way we learn, encompassing all four stages of the "Learning Loop": gaining knowledge, practicing by applying that knowledge, receiving feedback, and reflecting on what has been learned.

One example of a successful peer-to-peer learning program was created by LinkedIn. The program focused on difficult conversations and was designed around the company's key corporate values. Participants were asked to identify a real-life difficult conversation they needed to have at work and were taught about difficult conversations before practicing with each other and then holding the conversations in real life. Through this process, participants gained confidence and learned how to handle similar situations more effectively in the future.

Embracing Mistakes

Peer-to-peer learning also creates a safe space for employees to take risks, make mistakes, and challenge ideas without fear of evaluation by their bosses. Participants are more likely to have candid conversations about areas they need to develop with a peer than with someone who has power over their career and income. In addition, the dynamics of hierarchy disappear in peer-to-peer learning, allowing participants to develop management and leadership skills by giving and accepting honest, constructive feedback.

To set up a successful peer-to-peer learning program, managers should appoint a facilitator to keep the program on track, build a safe environment by setting ground rules, focus on real-world situations, and encourage networking among participants. With a well-built peer-to-peer learning program in place, teams can build lasting skills and relationships that allow them to bring their newfound skills into their daily work.

Conclusion

In conclusion, peer-to-peer learning can be a powerful tool for developing employees, fostering collaboration and understanding, and promoting a culture of continuous learning. By tapping into the expertise that already exists within the organization, creating a safe space for employees to learn from each other, and focusing on real-world situations, peer-to-peer learning can be more effective than traditional training methods. Managers who embrace peer-to-peer learning and establish formal programs can help their teams build lasting skills and relationships that will benefit their organization for years to come.