Think about your last memorable learning experience at work. Chances are you weren’t absorbing information on your own—you were interacting with others. Whether through a perceptive manager, a skilled coach, or peer learning, people often play a crucial role in shaping development.
Peer learning is precisely what it sounds like—a process where individuals learn from each other. But it’s not just about learning together in a classroom. The real value of peer learning comes from less formal, more organic, peer-led discussions. Peer learning is usually facilitated through group discussions or collaboration activities that bring diverse viewpoints to development opportunities. Think of it like a book club for leaders—a chance to debrief what everyone learned in a course, exchange insights after participating in a simulation, or reflect together on challenges and successes.
It’s clear: Leaders want a human connection in their development. According to the Global Leadership Forecast 2025, when organizations use five or more development approaches—blending self-driven and group activities—they are 4.9X more likely to report that their programs improve leadership capabilities.
Ahead, we’ll dive into the benefits of peer learning, including why it provides a unique opportunity for leaders to share insights, gain new perspectives, and apply new skills in a collaborative environment. Whether used alongside coaching, assessments, or digital learning tools, peer learning can be a powerful approach to building stronger, more connected leaders.
Benefits of Peer Learning Groups for Leadership Development
Our clients use a variety of approaches ranging from self-paced to instructor-led leadership development. But companies that incorporate peer learning groups during some or all of their programs tend to see more substantial results.
Peer learning groups give leaders the opportunity to network with other leaders, including those from other parts of the company. These groups create a powerful opportunity to get to know one another, strengthen connections, and build a shared leadership culture. In fact, according to the Global Leadership Forecast 2025, 82% of leaders say they’ve made valuable connections with people they’ve trained with, reinforcing the impact of peer learning.
Beyond networking, deeper learning occurs when leaders share experiences. While self-paced digital learning can itself be highly interactive and engaging, peer learning groups provide a complementary structured approach that enhances self-paced learning—creating accountability, increasing retention, and improving skill application. Research suggests that learning is most effective when learners can both actively engage with content and practice applying new skills in diverse contexts. This combination of approaches aligns with the instructional design principles, which show that learning by doing leads to better knowledge retention and skill development. Peer learning groups offer valuable opportunities for collaborative practice and feedback, reinforcing new leadership behaviors in a supportive, collaborative environment.
Finally, peer learning groups give learners exposure to facilitate 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 quickly develop a more nuanced understanding of the impact their behavior has on others.
82% of leaders say they’ve made valuable connections with people they’ve trained with.
Global Leadership Forecast 2025
How to Structure Peer Learning Groups
What are best practices for structuring peer learning groups? Here are four tips:
- Keep groups small. We recommend groups of no more than three to four leaders each.
- Keep learning sessions short. Schedule peer learning sessions in increments of either 30 or 60 minutes to avoid meeting fatigue.
- Consider cadence. Make sure the cadence is aligned with leaders’ schedules and your program’s objectives.
- Put some thought into the “who.” Pair leaders with individuals from different divisions, functions, or locations to expose them to people they don’t normally work with.
Designing Effective Peer Learning Sessions
The success of peer learning groups depends on thoughtful structure and clear expectations. Here's how to create meaningful sessions that drive leadership development:
Set clear learning objectives.
Provide participants with a recommended structure ahead of time with topics and/or questions to prompt thinking. And don’t forget to include instructions for any prework leaders should complete before the session.
Create space for deep discussion.
Structure the session to balance content delivery with meaningful dialogue. Dedicate at least half the time to active discussion, problem solving, and peer feedback.
Build on existing skills.
Connect the session's content to leadership competencies participants are developing. If working on communication skills, participants might practice active listening techniques while discussing challenges. Have leaders identify specific situations where they can apply these skills in their daily work.
How to Set Up a Peer Learning Group for Success
As with every learning experience, the leader of the session plays an important role in the success of the experience. It’s up to the session leader to set the tone and environment for discussion. 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, our clients choose to have someone from HR or their learning and development team lead their peer learning sessions. After the first session, you might consider having peer groups lead themselves by assigning a different leader to facilitate each group discussion.
Peer learning groups are critical for creating accountability, retention, and skill application.
However, peer-led groups still need structure to ensure success. Provide a clear structure and series of discussion questions to the session leader ahead of time. This will help them prepare and ensure the session stays on track and is completed in the allotted time frame.
Finally, encourage learners to reflect at the end of each session. Ask the session’s group leader to compile the group’s feedback and send it to your company’s learning and development team. Asking for feedback on the session ensures you can adjust quickly so that group learning sessions remain useful and valuable.
Why Peer Learning Is Key for Leadership Development
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. This collaborative approach fosters a culture where leaders learn from one another’s experiences, gaining insights they might not uncover alone.
With these best practices to ensure your peer learning groups are successful, you’re well on your way to creating memorable and effective leadership development experiences.
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