As leaders continue to work remotely, they’re getting used to self-directed learning and development online. However, many learners still get the most out of online learning when they have a way to discuss it with their peers and process what they’re learning.

Whether learning is in person or virtual, peer learning is crucial for leadership development success. Why is this the case? And what are the benefits of peer learning during leadership development?

The Benefits of Peer Learning for Leadership Development

While Development Dimensions International (DDI) has clients who run the gamut of doing all digital to all in-person leadership development (and every combo in between), companies that incorporate peer learning during some or all their programs tend to see stronger results. Check out an example of a major company that used peer learning as a critical part of their global frontline leader program.

First, leaders get that valuable opportunity to network with other peer leaders, especially those from other parts of the company. It’s a powerful opportunity to get to know one another and create one shared leadership culture.

Furthermore, deeper learning occurs when leaders are sharing experiences with one another. In fact, a Harvard study showed that students did better on tests when they participated in active learning versus only absorbing information through lectures.

Peer learning also provides a safe space for skill practice and peer coaching. This enhances a leader’s feedback and coaching skills and increases accountability for behavior change. Along with increased accountability, learning with peers can provide a healthy pressure to maintain momentum for the on-the-job application of new skills. When leaders see other leaders who they went through development experiences with succeeding on the job, this can serve as a positive model for them to follow.

Finally, peer learning for leadership development leverages content and learning to address leadership challenges. Naturally, a collaborative learning format will bring other perspectives and challenges to light, including those that leaders wouldn’t have considered on their own. With instant feedback from multiple perspectives, leaders quickly get a more nuanced view of the effect their behavior has on others.

When to Use Peer Learning

Peer learning is built into group learning journeys whether it’s in person or virtual. But as many companies increasingly rely on self-directed or digital learning, peer learning is critical for creating accountability, retention, and skill application.

We often see self-directed learners join peer learning groups and experience several aha moments. For example, I’ve heard participants say, “I didn’t realize that content was there. I’ll have to check it out!” or “I never would have thought to apply that skill like that.”

Peer learning is also helpful when onboarding a leader who is new to their role or new to the company. First-time leaders going through leadership development often find a sense of camaraderie when learning with other first-time leaders.

What’s the best way to structure peer learning groups, and what should a session look like? Find out by checking out DDI’s blog.