There are some great benefits to peer-to-peer learning. Coming from a business background, I see a lot of peer-to-peer learning, or coaching. To define what denotes a peer, the managementhelp.org site states that “The term ‘peers’ conventionally denotes two or more people who are considered on par or on the same level with each other while engaged in some endeavor.” (https://managementhelp.org/training/methods/peer-learning.htm) This form of learning is quite easy to experience in teams of workers, such as my background in business.

Let’s take a look at the numbers. According to Laerdal.com, in a typical lecture class, only 40% of the learners are actively paying attention. In a addition, 70% of the learners retain what they hear in the first 10 minutes of a lecture, and only 20% retain what they hear during the last 10 minutes. (https://laerdal.com/sg/information/why-peer-to-peer-learning-sticks/) In contrast, the University of Edinburgh noted a higher number for those that were participating in Peer learning. After going through the Peer learning program, 95% of the students felt that they possessed the employability skills required of a graduate and 84% felt that they had developed confidence when interacting with superiors as a result of their experiences. (https://www.teaching-matters-blog.ed.ac.uk/academic-peer-learning/)

Looking at a real-life example, I turn to my own team at my job. We engage in peer-to-peer learning on a regular basis. Typically, one or two people are designated, or volunteer, to be comes SMEs (Subject Matter Experts) for a process or function of the job. Once they learn that process or function thoroughly, they come back to the rest of the team to help them through the process or function. They typically create step by step instructions, written and oral, and are then available when any questions arise. One of the new peer-to-peer learning techniques that we have implemented is using our internal Wiki page as a flowchart. Having the SME set up the page, with our Wiki SME, has allowed some fantastic information exchange that has created a wonderful option for on the job reference material, that doubles as training and learning.

The Management Help website also lists 5 benefits to Peer Learning. They are:

1. Adults learn best when they are: Working on current, real-life challenges, and exchanging feedback with other in similar situations
2. Peers do most of the work, reducing the need for expensive consultants, making it more cost effective.
3. The Peers can manage most of their own learning, including goals, and how to achieve those goals.
4. They can schedule and locate their learning allowing them to accommodate their schedule.
5. It allows the peer to deepen and enrich other more traditional forms of training and development.

Colleges are also turning towards peer-to-peer learning to boost academic skills. Barnard College has added a snippet on their website under Students’ Roles and Responsibilities to remind them of the honor code and how to find an academic tutor for peer-to-peer learning. And, obviously, the Coursera courses, and CG Scholar site are using peer-to-peer learning through our peer reviews.

There are also dangers to peer-to-peer learning, however. The Laerdal.com website provides a Dos and Don’ts checklist, which requires you to provide your name, email, and phone number. The link is as follows: https://laerdal.com/sg/information/why-peer-to-peer-learning-sticks-checklist/ . To summarize the don’ts, things to remember are:

• Don’t fail to define the scope and goals for the learners, and faculty.
• Don’t forget to orient the learners to their surroundings or advise them of potential hazards.
• Don’t hand over the plan and walk away.
• Don’t assume that everyone knows their role.
• Don’t hope that everything will go perfectly.
• Don’t forget that this method is all about engagement.
• Don’t discount feedback.
• Don’t neglect structure and standardization.
• Don’t ignore the negative feedback that may be received.

While that is an important list of don’ts, I am going to add one more: Don’t forget to utilize the Do list. So, what is the Do list? It is as follows:

• Gather a core group of engaged and passionate colleagues to steer the initiative.
• Shape a psychologically and physically safe learning environment.
• Set learning objectives for both learners and faculty.
• Coach faculty to oversee the learning experience, identify recurring themes, and create opportunities for participants to bond.
• Supervise learners until they can comfortably operate equipment and run scenarios.
• Establish concrete expectations.
• Train learners on how to give and receive valuable feedback with their peers.
• Specify how learners can address questions or confusion following their sessions.
• Welcome learners to share their ideas,

In conclusion, as with all ways of learning, there are pros and cons. That being said, I believe that Peer-to-Peer learning is likely the most common way of learning that you will find in today’s workforce. And I believe that more educational institutions will be utilizing this method in the future. It can be very successful, if presented correctly.