Though many employees turn to supervisors or search engines when tasked with learning a new skill, lots of them look to their peers for help, according to the Harvard Business Review.
Here are four ways organizations can create a formal structure for peer-to-peer learning
1. Appoint a facilitator. Peer-to-peer learning is horizontal, but it is still important to have a neutral, nonmanagerial party to keep things on track. This person organizes the session and maintains a positive atmosphere for conversation
2. Build a safe environment. Peer learning requires that employees feel comfortable being honest and vulnerable. To cultivate this environment, facilitators must set solid ground rules.
3. Focus on real-world situations. Employees get the most out of these sessions when they stay grounded in actual problems.
4. Encourage networking. Employees who are engaged and connected outside of work are more likely to get involved in peer-to-peer learning sessions.