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Holding Learners Accountable

“At the end of the day we are accountable to ourselves-our success is a result of what we do.” Catherine Pulsifer

There is a lot of information these days about how to measure the impact of a training program, including Kirkpatrick’s model, return on investment and return on expectations.…

Peer Learning Groups versus Communities of Practice

Peer learning groups are often confused with communities of practice. This is understandable, since both involve peer groups. An easy way to tell them apart is that peer learning groups, as organized by The Peer Learning Institute, involve managers from different professional areas.…

Peer Learning versus E-Learning

Peer Learning

Peer learning involves participants meeting either one-on-one or in groups to build interpersonal skills and resolve real workplace problems in a practical fashion. Peer learning groups organized by The Peer Learning Institute also hold participants accountable for learning and practicing new skills and then reporting back to their groups regarding their experience.…

Peer Learning Groups vs. Vistage

“I have an abundance mentality: When people are genuinely happy at the successes of others, the pie gets larger.” Stephen Covey

 Today, the theory of abundance and the reality of business came head to head. I suppose that I shouldn’t have been surprised, the competitive spirit being what it is.…

A Better Way to Managerial Mastery

A recent study by the 70:20:10 Institute shows that 70% of knowledge is gained in the workplace through interaction with co-workers and peers. The research also shows that a mere 10% of knowledge is gained through traditional classroom training and e-learning.…

Why You Learn More with Peers than with Experts

“The problem lies with us: we’ve become addicted to experts. We’ve become addicted to their certainty, their assuredness, their definitiveness, and in the process, we have ceded our responsibility, substituting our intellect and our intelligence for their supposed words of wisdom.”  Noreena Hertz

Traditional learning has focused on the expert presenter who shares his or her knowledge.…

Peer Learning and the SCARF Model- Part Two

Triggering Reward Response through Peer Learning

Richard Ladyshewsky, in his article: Peer coaching as a strategy to increase learning and development in organizational life-a perspective, applies the SCARF model to show how peer learning defuses threats and triggers reward responses in employees and organizations.…

Peer Learning and the SCARF Model- Part One

“Many great leaders understand intuitively that they need to work hard to create a sense of safety in others. In this way, great leaders are often humble leaders, thereby reducing the status threat. Great leaders provide clear expectations and talk a lot about the future, helping to increase certainty.

Peer Learning Groups and the Adult Learner

Discovering how adults learn is more than just an academic obsession of researchers and university professors. Instead, the study of how adults learn is an important endeavor in today’s environment when learning is essential for organizations to remain competitive and forward-thinking.…

Learning from Failure in Peer Learning Groups

“I didn’t fail 10,000 times, I succeeded in finding 10,000 methods that wouldn’t work.”

-Thomas Edison

Our Failures are Our Closest Guarded Secrets

Research shows that talking about failure makes for happier, more productive workers. Yet we naturally shun failure. Our successes are public, and our failures are deeply private.…