In episode 2 of season 2 of the Return on Intelligence podcast, Rich Fernandez chatted with Sarah Devereaux. Sarah shares her journey from working at Google to starting her own businesses, and they discuss the challenges and successes of implementing a peer-to-peer learning network at Google, as well as the importance of trust and support for leaders.
We’ve taken some of the key takeaways from their discussion. If you want to get a better understanding on each of the topics the full episode is below for you to watch or listen to.
01
A peer learning network can significantly impact learning and development within an organization
Sarah sees learning as a right, not a privilege. But what’s the best way of going about development? Structured, formal learning programs can become the default environment in organizations, but learning can happen in many ways with peer learning being one of the most effective techniques.
Sharing expertise and seeing the practical application of ideas helps skill development and leads to a more collaborative learning environment. With other benefits like greater employee engagement and improved problem-solving skills, it could be the ingredient you’ve been missing when it comes to building a culture of continuous learning.
Here are a couple of ways you can implement peer-to-peer learning at your organization:
- Peer onboarding: Model the behaviors you want employees to exhibit from day one with a peer-to-peer section in your onboarding experience. Give them a buddy to guide them and to help problem solve any challenges with, and ask them to provide their feedback at the end of the process.
- Peer learning channels: A peer led space to share ideas, best practices and resources with people who work together directly or cross-functionally can build a sense of community, and one stellar knowledge base for both personal and professional development.
02
A culture of trust and support is essential for the success of a peer-to-peer learning network
Peer-to-peer learning can’t be enforced. You can’t just tell employees to collaborate and expect the magic to happen. The benefits come when you put a framework in place and give learners access to the resources they need so they know it’s a priority for the company and they feel safe to share their knowledge, ask questions, and learn from each other.
Below are some building blocks to establishing a successful peer-to-peer learning framework, as well as resources:
Foundations of a peer learning program
- Leading by example: Leaders should model open communication, vulnerability, and a willingness to learn from others. When leaders demonstrate trust and support in their interactions, it sets the tone for the rest of the organization. This way employees are more likely to engage in meaningful discussions and seek help when needed.
- Establishing clear guidelines: Clearly communicate expectations for respectful and supportive behavior within the organization and enable employees to work together on mutual learning goals.
- Encouraging feedback: Encourage team members to provide constructive feedback and highlight the value of diverse perspectives, creating an environment where everyone's contributions are valued.
- Recognizing and appreciating contribution: Acknowledge and appreciate the efforts made by employees to support their peers and contribute to the learning community.
Resources for building a peer-to-peer program
- Experienced mentors: Identify individuals within your teams who have the expertise and experience to serve as mentors or subject matter experts for the peer learning program. With internal champions who are already passionate about this type of collaborative learning approach, there will be less heavy lifting needed when developing and socializing the program.
- Learning content: While the end goal is to have peers share content that they’ve found with one another, you need to make sure the foundational pieces are there and that there’s enough for people to get their teeth into right from the start. So develop or curate high-quality learning content, like articles, videos, and interactive modules, that can be shared among peers as part of their learning program.
- Collaboration tools: Online forums, chat platforms, and video conferencing systems, all facilitate communication and knowledge sharing among peers.
- Feedback mechanisms: With feedback mechanisms and evaluation tools that allow participants to provide input on the peer learning experience will aid in the continuous improvement cycle.
03
Leaders at all levels benefit from ongoing support and development to navigate the challenges and demands of their roles
It’s a myth that once you’ve climbed the corporate ladder and have reached the top that you no longer need support. No matter your title, you need to keep exercising your learning muscles to grow, adapt, and lead effectively. In the face of diverse leadership challenges, build confidence, resilience, emotional intelligence, and continue contributing to your organization's success.
As with all learning programs, leadership development courses should be tailored to the unique needs and responsibilities of the learners.
An executive level peer-to-peer program could include:
- Executive workshops: Address specific c-suite leadership topics as a cohort, such as strategic decision-making, change management, and innovation to get the benefit of all the combined years of experience across teams.
- Thought leadership discussions: Peer-to-peer discussions that focus on industry trends and emerging technologies to reassess old problems through new lenses.
- Action learning projects: Address real organizational challenges with collective expertise to develop effective solutions that can be applied and tested across different departments.
- Networking opportunities: Events and activities to facilitate networking and relationship-building among executive peers to create a strong professional support network.
- Reflective practices: Encourage executives to engage in reflective practices such as self-assessments, peer and/or 360 feedback reviews to enhance self-awareness and personal growth.
- Reverse mentoring: Incorporate reverse mentoring into an executive level peer-to-peer program and not only will you provide a platform for executives to understand the perspectives of employees from different backgrounds and skill levels, you’ll also boost cross-generational collaboration, enhance their leadership agility and allow executives to identify and mentor potential future leaders within the organization.
04
Women leaders face unique challenges and benefit from targeted programs and support to help them thrive in their careers and lives
No one says that being an executive is easy, but if you’re a women leader you have another layer of challenges to contend with that don’t affect your male counterparts. Whether it’s dealing with gender bias in the workplace, tackling imposter syndrome or dealing with re-entering the workforce, you have a lot to contend with on top of the usual executive challenges.
Creating leadership programs specifically for women provides opportunities for leaders to learn from and mentor each other, share experiences, support and strategies for navigating and balancing their career and personal life invaluable.
Why is it so important for organizations to champion and develop their women leaders? Studies show that they help increase productivity, enhance collaboration, inspire organizational dedication and improve fairness.
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Ways a learning management system (LMS) can support your learners and leaders with peer assisted learning strategies
How can an LMS support peer-to-peer learning?
An LMS can serve as a platform to facilitate and support peer-to-peer learning by providing the necessary infrastructure and features for collaboration, knowledge sharing, and mutual support among learners.
- Social learning features: Many LMS platforms offer social learning features like discussion forums, chat, and collaboration tools that allow your learners to interact with each other, share knowledge, and engage in discussions.
- Knowledge sharing communities: LMS platforms can host knowledge sharing communities, where learners can contribute articles, videos, and other resources to share their expertise with their peers.
- Mentorship programs: LMS platforms can support mentorship programs by matching experienced employees with less experienced ones, facilitating peer-to-peer learning and knowledge transfer.
- Peer assessments: LMS platforms can include features for peer assessments, allowing learners to evaluate each other's work based on predetermined criteria and provide feedback for improvement.
How can an LMS support executive development?
An LMS can help executives to learn with and from their peers, by engaging in continuous learning, skill development, and networking.
- Personalized learning paths: An LMS can offer personalized learning paths tailored to the specific needs, goals, and responsibilities of executives. This allows them to focus on relevant topics and skill development areas.
- Access to high-quality content: An LMS can provide access to high-quality, curated content, including leadership courses, executive coaching materials, and industry-specific resources that are relevant to the development of executives.
- Collaboration spaces: LMS platforms can provide collaboration spaces where executives can engage in discussions, share experiences, and learn from each other, fostering a community of practice among high-level leaders.
- Mentoring and coaching: The LMS can facilitate executive mentorship and coaching programs, connecting executives with experienced mentors and coaches who can provide guidance, feedback, and support in their professional development.
