Category: Peer Learning

#TEAMS365 #1783 – Weekly Journaling Prompt

11/17/2018

This week’s Weekly Journaling Prompt shifts your attention to the workplace and business context. Even if we are solopreneurs, where we work alone, we do need to rely on others to help us in getting things done. Maybe we go to an accountant or reach out to an assistant to help you in peak periods.
This week’s journaling prompt is “Other teams we can learn from are….”
Many of today’s business requirements take us into new terrain regularly. What models do you have which you can learn from? Which teams may have already chartered the course?
This week I hope you will spend a few minutes looking at others you can learn from as you seek to maximize your current opportunities, or leap above your current challenges.

With best wishes,
Jennifer

Jennifer Britton
Potentials Realized | Effective Virtual Conversations | Coaching Team Leaders
We provide team and leadership development support through coaching, consulting and training services
Author of several books including the 2018 Coaching Business Builder Workbook and Planner & Effective Virtual Conversations (2017)
Email: info@potentialsrealized.com
(416)996-8326

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#Teams365 #1625: Using Peers to Support Enhanced Performance

6/13/2018

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While leaders play a key role in facilitating performance feedback with their team, in today’s context, peers may be spending more time with their own co-workers. Peers are often an under-utilized resource in supporting the performance conversation. While feedback and performance conversations may sound a little different peer-to-peer than supervisor to direct report, feedback may be better received from their peers.

There are a number of ways that peers can support enhance performance including:

1.       By investing in cross-training opportunities across the team, so different team members can take on other tema member’s roles. In this cross-training process, as more members become confident and proficient with different team roles and responsibilities, the opportunity for dialogue about what’s working, and what’s not is key
2.       By creating peer learning circles where the intent is to focus on team performance, with either a results or relationship realm.
3.       By pairing team members on a quarterly basis as peer partners. While the focus of this can be varied, part of the intention and focus may be on helping them gain their technique and having hem work through a series of performance conversations.
4.       By building in time during your staff meetings to talk about performance
5.       To provide systems or tools so that people can capture their learning. Many organizations create coaching logs, and performance logs, so that staff members can track and capture their own learning. This should go hand in hand with a one-page plan which could be done over a quarter or longer.

What are the things you would like to do to create more of a culture around feedback?

Best wishes,
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Looking to spark more conversation with your team? Consider the Conversation Sparker(TM) Cards
Set up a conversation about how we can support you and your team best
(416)996-8326

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#Teams365 #1476: Effective Virtual Conversation Tip #27: Peer LEarning

1/15/2018

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Peer learning can be even more powerful than learning from a leader or formal instructor. In 1995, Griffiths, Housten and Lazenbatt from the University of Ulster identified 10 different models of peer learning. These included: peer learning cells, to mentor-mentee relationships, collaborative work, buddy systems and others. Check out Boud's article here which makes reference to them.

A 2017 study from Michigan State University[1] found that those undertaking an online course, learned better when hearing from their peers, than the instructor’s rationale. They scored 92 on an online test compared to 86. (Michigan State University. "Peers, more than teachers, inspire us to learn." Science Daily. ScienceDaily, 21 March 2017. www.sciencedaily.com/releases/2017/03/170321110341.htm)

As the study states, “"We found that receiving the instructor rationale led to lower final grades than both the peer rationale and no rationale conditions," Roseth said. "This gives support to the idea that, motivationally, the fact that instructors control grades, tell the students what do to, and so on, may be working against their efforts to increase their students' appreciation of why the class is important."

In the virtual space, building in both formal and informal peer touchpoints can be invaluable for learning and engagement. Every time I put people into breakout they come back energized.
Peer touchpoints could include:

Breakouts - see this recent Teams365 post on using breakouts
Peer partners who meet in between the formal peer touch points
Mastermind groups where you learn from each other
Reading groups
Social Media Communities (Facebook Groups etc)

What enhanced peer connections can you create in your virtual programming?

[1] Tae S. Shin, John Ranellucci, Cary J. Roseth. Effects of peer and instructor rationales on online students’ motivation and achievement. International Journal of Educational Research, 2017; 82: 184 DOI: 10.1016/j.ijer.2017.02.001

Have a great start to your week,
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365
Phone: (416)996-8326

Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon.

New in 2018 - The Teams365 Leadership Lab - an annual group for leaders which meets twice a month throughout 2018. We'll be exploring topics like Emotional Intelligence, Team Management, Coaching Skills. We'll be kicking off on January 26th at 845 am ET online.

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#TEAMS365 #1783 – Weekly Journaling Prompt

#Teams365 #1625: Using Peers to Support Enhanced Performance

#Teams365 #1476: Effective Virtual Conversation Tip #27: Peer LEarning

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