What Makes Peer Learning Successful

“Success doesn’t come to you; you go to it.”  T. Scott McLeod Three Key Success Elements There are three key elements necessary for the success of a peer learning group: the individual, the group and the organizational itself. At the individual level, the managers who are part of the peer learning group must need to […]

Yes, But …. No Time, No Money… What Other Excuse Do You Have?

There is a seemingly self-contradictory situation when it comes to developing the skills of managers and leaders in organizations. Everybody is for having better skills and at the same time against engaging in serious learning and devoting real time and effort to that. It is as if you were trying to accelerate your car while […]

Are Your Managers “Bad”?

According to a recent webinar by Ryan Gottfredson: 40% of Americans rank their boss as “bad” 75% of employees report their boss is the worst and most stressful part of their job 65% of employees say they would take a new boss over a pay raise 60% of employees report that their boss damages their […]

Practice Makes Perfect- But What If There Is NO Practice?

Learning-focused leadership image

The 10-20-70 model says that 10% of learning comes from formal training, 20% comes from social interactions, and 70% comes from learning and practice on the job. Traditional classroom training provides general knowledge. If it is a participatory training program, there are group discussions and activities which provide the necessary social interactions for 20% of […]

Build a Deliberately Developmental Organization Through Peer Learning Groups

“The culture of most organizations is not designed for practice; it’s designed for performance. Everyone is trying to look good, display expertise, minimize and hide any mistakes or weaknesses, and demonstrate what they already know and can do well. In a culture of practice, in contrast, everyone is learning and growing.” Robert Kegan and Lisa […]

Leveraging Traditional Training with Workplace Peer Learning

“Knowledge is of no value unless you put it into practice.” Anton Chekhov Training: A Sudden Spike of Information Many organizations use traditional training methods (such as classroom, e-learning and blended learning) for their management development and leadership development programs. The training most likely focuses on general theoretical content. If the training method is participant-based […]

Eight Ways to Engage Managers in Self-Directed Learning

“It’s uncomfortable to challenge the status quo.” – Seth Godin Self-Directed Learning is Powerful In the peer learning group process offered by The Peer Learning Institute, six managers with a shared challenge meet onsite in a self-directed peer learning group for two 90-minute sessions, separated by a month of practice. During those sessions, they follow a […]

Help Your Managers Achieve Higher States through Peer Learning

“Adulthood is not an age, but a stage of knowledge of self.” -John Fowles Adults Are Still Developing Gone are the days when we believed that we stop developing when we reach adulthood. To paraphrase a chapter title from Douglas Coupland’s novel Generation X, we are not “dead at 30, buried at 80.” True, we […]

If You Want to Be A Great Manager and Leader, Slow Down

“Speed is addictive; it undermines nearly everything in life that really matters: quality, compassion, depth, creativity, appreciation and real relationship.”— Tony Schwartz When I first learned about negotiations strategies, one rule stuck with me: “If you want an answer now, it’s “No”. But if you allow me some time to think about it, I may […]

The Fearless Organization: Creating Psychological Safety from the Bottom-Up

“Fear is your worst enemy. Risk is your best friend.” -Gurbaksh Chahal Psychological Safety Although the concept has been around for over 50 years, psychological safety owes its recent popularity to Amy Edmondson, a Harvard Business School professor who defines it as “a climate where people feel safe enough to take interpersonal risks by speaking […]

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