Encouraging Peer-to-Peer Learning Through Knowledge Sharing

If you run a remote team, this is worth a read. Might be the coolest thing I've seen in ages. (Not perks. Not ai.) Something that makes life a bit better  We have 100s of devs across the Philippines, LATAM - everywhere. Some hybrid. Some fully remote.  Different clients, skills, experience etc Same thing: → Working solo most of the time. Heads down. Sometimes isolated. → Even when in the office. It kept reminding me of founder peer groups like EO, YPO, Hampton - Private forums where founders can share what's going on Talk openly. Share struggles. Help each other. No judgement. But founders aren’t the only ones who need that. Devs feel it too. Everyone does. So we asked: What if our devs had peer forums? Same rules: → No managers or direct team mates → Confidential safe space → Real talk on life and work We piloted it: Small groups (max 8). Same cohort monthly. Format: Share 1 work win + 1 work challenge Share 1 personal win + 1 personal challenge The group picks / votes 2 challenges from the group to deep dive on No advice - just experience-sharing The feedback? → One of the most special things I’ve done → Raw conversations → New real friendships → A safe space to learn and share ideas  What I learned: Peer learning might be the strongest form of learning Connection doesn’t just happen in remote - it has to be intentional Create the structure. Now they run the show They’ve planned their own hike next month I love this stuff. Thought it was worth sharing I think it could work anywhere - across roles, functions, or industries V cool to catch up with the pioneer group just now Danica Julius Darwin Stephanie Trishia Nicole Patricia. We told dad jokes. 🧡 Would love to hear if anyone else is experimenting with community building ideas 👇

Fundraisers are reinventing professional development. Forget expensive conferences and generic webinars. The most valuable learning is happening through structured peer-to-peer exchange: Case study circles - Small groups of fundraisers from different organizations - Real-world challenges presented and workshopped - Collective problem-solving with diverse perspectives - Accountability for implementing solutions Skill-swap partnerships - Paired exchanges based on complementary strengths - Direct observation of each other's work - Structured feedback and coaching - Ongoing implementation support Cross-sector learning pods - Fundraisers from different nonprofit sectors - Focus on transferable strategies and approaches - Translation of methods across cause areas - Innovation through unexpected combinations The benefits extend beyond skill development: - Reduced professional isolation - Expanded professional networks - Increased job satisfaction - Accelerated career advancement The most effective fundraisers are building these learning communities intentionally, not leaving professional growth to chance. Tag a colleague who's taught you something valuable about fundraising!

Sharing some STAR-CCM+ 'Tips & Tricks' recently has me considering a broader point I feel strongly about: the immense value of engineers sharing their knowledge with each other. In complex fields like CFD, so much practical wisdom is gained through experience – the little workarounds, the efficient techniques, the 'gotchas' to avoid. When we openly share these insights, we: 🚀 Accelerate Collective Learning: Why should everyone have to reinvent the wheel? A shared tip can save a colleague hours, or even days. 💡 Spark Innovation: Sometimes a simple trick discussed in one context can unlock a new approach to a completely different problem. 🤝 Build a Stronger Community: A culture of sharing fosters collaboration and elevates the entire profession. It’s not about giving away secrets; it’s about lifting each other up. The problems we're trying to solve are challenging enough! What’s one small tip or trick someone shared with you that made a big difference in your work? Let's celebrate that spirit of sharing. 👇 #CFD #EngineeringCommunity #KnowledgeSharing #STARCCM #Simulation #Mentorship #PracticalCFD #ContinuousImprovement

Last night the Founder/CEO of a Series A hyper-growth startup called me and asked why his salespeople aren't getting better. It took 1 minute to diagnose. I don't care how much training your VP Sales or Sales Trainer provide to the team, there's one thing that's always most important, yet often missed. That's Peer-to-Peer training (I call it P2P for short). P2P training should become your greatest knowledge sharing practice on a weekly basis. This makes sense when you get to the point of scale where you have top reps on the team who are crushing it. At a certain point they'll ultimately know more than your VP Sales or even trainer, because they're on the front lines every day. --- Here's how it works (super simple): 1. Schedule weekly team meetings that have only one item on the agenda; Peer-to-Peer training in open dialogue format 2. VP Sales, Director, Manager, or Trainer should host the session but the real magic is coming from the team 3. Everyone prepares in advance by bringing 1-3 scenarios to the table that they either need help with (or) want to teach to the team 4. Each rep shares their scenario (describes it, or plays a video, or shows the email dialogue) and either teaches the team what worked (or) asks the team what they would do in this situation 5. An open dialogue takes place, some debating, and eventually some consensus (if no team consensus, the leader provides it) 6. The VP Sales (or whoever runs the meeting) documents the agreed upon best practices and distributes to the team afterwards by updating scripts, objection playbooks, etc. --- By taking a proactive approach to facilitating P2P conversations each week you enable a massive amount of knowledge sharing that otherwise wouldn't happen. By requiring everyone to bring 1-3 scenarios to the table you push salespeople who would otherwise be less inclined to ask for help (or offer it) and the culture of the team becomes one of growing and learning together. As a sales leader, you'll be absolutely shocked at how productive these sessions become and how much YOU actually learn from your team. Don't just wait for questions to come to you... you have to facilitate these conversations on a regular basis. This is EVEN MORE important for remote teams who don't have the luxury of asking the person sitting next to them for help. How many of you have participated in sessions like this? If not... suggest it to your leader today. It's the one team meeting that's actually worth having on the calendar.

🔍 Peer-Led Training: The Power of Finding Strengths Within the Team One of the most overlooked assets in any organization isn’t a program or platform—it’s people. Too often, we wait for senior leaders or external facilitators to lead the charge when, in reality, some of the most impactful learning can come from within our own teams. Peer-led training empowers every member—regardless of title—to share their expertise. Whether it’s a junior staff member who’s mastered a niche skill, or a teammate who’s particularly gifted in client rapport, every specialty is a chance to raise the bar collectively. 💡 The challenge is identifying those strengths. Leaders and teammates alike must be intentional in spotting specialties within their ranks—whether it's data analysis, onboarding, communication, tactical skills, or wellness coaching. Once uncovered, these pockets of excellence can become the foundation for micro-trainings, shadowing opportunities, or team "skill swaps." This is something I enjoyed while working at the Armed Forces Wellness Center #FortBragg, and Ashlee Henson, MPH has kept this alive from time to time. When teams embrace this mindset, learning becomes a shared responsibility—and culture shifts from passive to engaged. Even the most junior member becomes a value-add, not just a task-doer. 🚨 But here’s the catch: When we don’t create space for team-led development, we risk stagnation. Morale dips. Innovation stalls. And worst of all, we miss the chance to build resilience into our systems. Teams that rely too heavily on positional authority or a "top-down" approach often overlook the potential within their own ranks. Peer-led training isn’t just about knowledge transfer. It’s about trust, inclusion, and long-term agility. So the next time you need a training, solution, or process improvement—look around. The answer might already be sitting at your table. #LeadershipDevelopment #PeerLedTraining #Teamwork #ProfessionalDevelopment #ContinuousImprovement #HumanPerformance

At Stand Together, we talk a lot about fostering a culture of collaboration for shared success. 🤝 Sure sounds nice. But what does that actually look like in practice? 🤔 One great example: colleagues who lean into Principle Based Management (PBM) - specifically the principle of Knowledge: "Acquire the best knowledge from any and all sources that will enable you to improve your performance. Share your knowledge proactively. Provide and solicit challenge consistently and respectfully." Across our community, people do this every day. But it’s always worth spotlighting when it sparks meaningful collaboration. 🔦 Take Holly Pitt Young & Lauren McCormack from the Devo team. They had questions (and ideas!) about how to better integrate their work with internal comms. Rather than waiting for all the answers, they reached out to me, Danika Ciano, and Karen Steward to explore it together. The result? A short meeting that turned into a broader conversation about how Internal Comms, Knowledge Systems, and Devo could align more effectively - sharing resources, avoiding duplication, and unlocking more value from our work. And it all started with one proactive step. That’s the power of the Knowledge principle in action! So here’s your nudge: Follow Holly & Lauren’s lead! Ask questions! Share ideas! Reach out! When we take small steps like this at scale - everybody wins. 🙌 #BelieveInPeople #InternalCommunications #InternalComms #KnowledgeSharing #collaboration #culture