How to Create Effective Peer Learning Groups for Leaders

Summary

Peer learning groups bring leaders together in small groups to share experiences, discuss challenges, practice skills, and learn from one another. When thoughtfully structured, they complement formal and self-directed learning by creating opportunities for connection, reflection, accountability, and real-world application.

Think about your last memorable learning experience at work. Chances are you weren’t absorbing information on your own, but interacting with someone else, like a facilitator who challenged your thinking, a manager who coached you, or a peer who helped you see a situation differently.

That human connection remains an important part of leadership development. In fact, one in six leaders say one of the biggest criticisms of their leadership development program is that they don’t get enough time to learn from colleagues. 

Peer learning groups create dedicated space for those connections. By bringing leaders together to discuss challenges, exchange perspectives, practice skills, and reflect on what they’re learning, organizations can turn development into something leaders experience together, not on their own.

Peer learning works especially well as part of a broader development experience. When leadership development combines live learning, self-directed development, assessments, and opportunities to learn with others, leaders have more ways to build and apply new skills.

So how can organizations create peer learning groups that keep leaders engaged and help them apply what they’re learning?

What Are Peer Learning Groups?

Our clients use a variety of approaches ranging from self-paced to instructor-led leadership development. But peer learning groups can strengthen these experiences by giving leaders dedicated opportunities to learn with and from one another.

Peer learning groups give leaders the opportunity to connect with other leaders, including those from other parts of the company. These groups help leaders get to know one another, strengthen connections, and build a shared leadership culture. In fact, according to the Global Leadership Forecast, 82% of leaders say they’ve made valuable connections with people they’ve trained with.

Beyond building connections, leaders learn more deeply when they share experiences. While self-paced digital learning can be highly interactive and engaging, peer learning groups provide a complementary, structured approach that gives leaders opportunities to discuss what they’re learning, practice skills, get feedback, and apply new behaviors to real challenges.

This combination of approaches aligns with instructional design principles that emphasize active practice and application. Peer learning groups offer valuable opportunities for collaborative practice and feedback, reinforcing new leadership behaviors in a supportive environment.

Finally, peer learning groups give learners exposure to different kinds of leadership challenges. Collaborative learning formats bring diverse perspectives, experiences, and insights to light, allowing leaders to consider alternative approaches and viewpoints. Through real-time dialogue and candid feedback from multiple perspectives, leaders can develop a more nuanced understanding of how their behavior affects others.

How to Create Effective Peer Learning Groups

Effective peer learning groups need enough structure to keep conversations focused while still giving leaders room to learn from one another. Start with these six best practices:

1. Keep Groups Small

We recommend groups of three to four leaders. Smaller groups give everyone more time to share experiences, ask questions, practice skills, and give one another feedback.

2. Bring Together Different Perspectives

Put some thought into the “who.” Pair leaders with people from different divisions, functions, or locations to expose them to perspectives and experiences they may not encounter in their regular roles. At the same time, make sure participants have enough in common, such as a shared development experience or set of leadership challenges, to keep the discussion relevant.

3. Share a Clear Structure in Advance

Provide participants with a recommended structure ahead of time with topics and/or questions to prompt thinking. Include instructions for any prework leaders should complete before the session.

The structure doesn’t need to dictate every minute of the conversation. Instead, give participants enough direction to keep the discussion connected to their development goals.

4. Create Space for Discussion and Practice

Structure the session to balance content delivery with meaningful dialogue. Dedicate at least half the time to active discussion, problem-solving, practice, and peer feedback.

Connect each session to the leadership competencies participants are developing. For example, leaders working on communication skills might discuss a challenging conversation, practice active listening techniques, and get peer feedback. Have leaders identify specific situations where they can apply these skills in their daily work.

5. Choose the Right Cadence and Session Length

Peer learning needs to fit realistically into leaders’ schedules. Sessions of 30 or 60 minutes can allow enough time for meaningful discussion without creating unnecessary meeting fatigue. Choose a cadence that aligns with leaders’ schedules and your program objectives, while giving participants enough time between sessions to apply what they’ve learned.

6. Give Peer-Led Groups Enough Structure

As with every learning experience, the session leader plays an important role in creating the right environment for discussion and setting the tone for success. Choosing the right session leader is especially important for the first session because participants need to see positive modeling of new skills.

In many cases, clients choose someone from HR or their learning and development team to lead their first peer learning session. After the first session, groups can become more self-directed, with participants taking turns facilitating discussions.

However, peer-led groups still need structure to ensure success. Give the session leader a set of discussion questions ahead of time. Include objectives, timing guidance, and other resources they need to keep the conversation focused and productive.

Finally, encourage learners to reflect at the end of each session. Ask what they learned, what they plan to apply, and what would make the next discussion more useful. Session leaders can share broader feedback with the learning and development team so the experience can keep evolving based on leaders’ needs.

Peer Learning Groups Make Development More Human

With self-directed learning now a standard part of leadership development, peer learning adds a critical layer of accountability, practical application, and connection to a broader leadership community. Leaders not only strengthen their skills but also expand their networks, deepen relationships, and create a safe space to share challenges and successes. They also gain perspectives, ideas, and insights they might not uncover on their own.

The strongest leadership development experiences don’t force organizations to choose between independent and collaborative learning. By incorporating peer learning groups into a broader development journey, organizations can give leaders the flexibility to learn on their own and meaningful opportunities to learn from one another.