Traditional learning often lacks the ongoing skill-building and problem-solving needed in a changing workplace. Peer learning addresses this through collaboration and reflection to develop new skills.
Peer learning is a collaborative approach to learning where individuals learn from and with each other. It’s based on the idea that we can often learn more effectively by interacting with our peers, sharing knowledge, and learning from each other’s experiences. In conversational leadership, peer learning emphasizes the importance of mutual respect, active listening, and open dialogue.
In this approach, everyone is both a teacher and a learner, and the focus is on learning through conversation and collaboration rather than just absorbing information passively. It’s a powerful tool for developing conversational leadership skills because it encourages empathy, effective questioning, and the sharing of diverse perspectives.
In a peer learning setting, you might engage in group discussions, exchange feedback, or explore new ideas together. This not only helps in understanding different viewpoints but also in refining your thoughts and communication skills. It’s about growing together through shared learning experiences.
CoachingOurselves
A good example of peer learning is CoachingOurselves, developed by Henry Mintzberg.
CoachingOurselves is a collaborative and peer-based approach to professional development. It emphasizes small-group learning and reflection among managers within an organization.
The program encourages participants to discuss, share experiences, and collectively address management challenges.
CoachingOurselves fosters a self-directed learning environment, enabling managers to enhance their skills, broaden perspectives, and apply insights directly to their work context through a structured and guided process.
- Modules designed by leading management and business thinkers such as Henry Mintzberg & Edgar Schein.
- Each module is about 90 minutes & combines high-quality content with questions, exercises, and discussions.
- Managers work in small self-run groups of 4-6, minimally assisted by a trained participant manager/facilitator.
- Work through the module together, reading content aloud & engaging in the reflective questions and group exercises.
- Explore new perspectives through reflection & sharing stories to stimulate learning & skill building.
- The group is guided through reflections on past experiences, followed by decisions for personal action and change.
Introduction to CoachingOurselves | Warren Cohen
Resources
Website: CoachingOurselves
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