The Need

Developing as an effective executive and becoming a leader of significance is not an easy task. It can be a long and hard road for some, and unattainable for many. At the heart of the process is self awareness and a skill set that encourages those around you to find success in their own work as you move toward your own. Such things cannot be learned in the classroom. They have to be learned in the messiness of offices, hallways, meeting rooms and board rooms, anywhere decisions are made, commitments are given, tasks are assigned, and results are evaluated.

Executive and leadership development is a life-long learning process. It is not enough to be good at what you do, to be an expert in your field. You also need to know about people – how to work with them, encourage them, motivate them, and properly hold them accountable. In a technology oriented society it can be a challenge to learn to connect with people. Applying “soft” skills will take concerted effort for many. Busy adults cannot take time to learn these skills in a classroom. They are absorbed with real problems right now. This is the challenge.

An Answer

One great opportunity to meet this challenge is participating in a facilitated peer learning group. Here you learn new skills and new insight, and apply them directly in your work and private lives. It has been said that adults learn on a need to know basis.  Otherwise, it is just information on the shelf. Peer learning groups allow for just that. Using a member-oriented agenda, concepts are discussed and then applied to real life settings. Members support one another as they venture into new territory, provide valuable feedback and suggest changes where necessary. With the structure of the group, everyone is able to participate, and no one dominates the discussion.

Feedback from participants supports the value of these groups:

• Discussion topics are specific, relevant, and customized to participants’ current responsibilities, needs, and interests. People enjoy knowing that others have similar challenges; that they are not alone.
• Learners respond better to hearing how someone has actually solved a problem when a fellow participant talks about their own experience. It’s not just theory.
• Participants forge bonds, advise and inspire one another because they share so much in common in their work.  Outside regularly held meetings group members often collaborate and network together.
• Individuals leverage the collective wisdom of the group in working through work issues.
• If peer meetings are held telephonically, they can be recorded for later review or can be heard by those who could not attend the session.
• Conversations are cumulative, incorporating participant expertise and building on shared knowledge gained across multiple topics.
• Supplemental resources, articles, videos, audio recordings or other material can be used to support or challenge the focus of the conversation. Facilitators can introduce new material at a moment’s notice to further engage the participants.
• Private blog sites keep the conversations going as members post further comments, pose questions, or report successes and failure.

The Power of Peer Learning

Peer learning groups purposefully utilize several different learning styles to help participants engage in creative ways. They offer opportunities for participants to internalize and implement new information. Research shows increased retention of learning, deeper understanding of new concepts, and increased informal learning. Participants will be both coach and student at different times, fostering professional and personal growth.

Peer-based learning is cost-effective and versatile because it is customized to fit the group. It takes advantage of the members’ own experiences, and addresses real-world issues and challenges.  Learning with colleagues in group settings is one of the most effective ways to understand, implement and sustain new approaches to real on-the-job challenges. And it’s great fun!

Versatility

Facilitated peer learning groups can be formatted for many different needs. In business environments they have proven effective in leadership development as well as with newly promoted executives facing new responsibilities in a new environment. Peer groups are also helpful in training newly appointed managers to give them a fast track for success.  For those in work transitions, who face adjustments across levels or sectors of business, peer groups offer the opportunity for identifying the proper fit within a new work organization and the support to adjust to a new work environment.

Summary

Facilitated peer learning groups can offer a unique experience for new or seasoned managers, executives and leaders in business, church or other organizations. These groups provide a powerful platform to learn and apply new skills. The connection with a supportive group of peers helps to turn new awareness and tools into lasting skills for success.