Peer Learning Networks

The most successful founders I know have one thing in common: They've built peer networks that function like personal boards of directors. What I'm observing at every founder event: The conversations that matter most aren't happening on stage. They're happening in the hallways between founders facing similar challenges. The peer network effect: 𝗜𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 'Here's what we learned about customer churn that might help you.' 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝘃𝗮𝗹𝗶𝗱𝗮𝘁𝗶𝗼𝗻 'We faced this exact choice 6 months ago - here's what worked.' 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲 𝘀𝗵𝗮𝗿𝗶𝗻𝗴 'Our fractional CRO is incredible. Want an intro when you're ready to hire?' 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 'Everyone feels like a fraud sometimes. Here's how I work through it.' How to build strategic peer relationships: Be specific about what you need 'I'm struggling with enterprise sales cycles' vs. 'I need general business advice.' Lead with value, not asks Share insights, connections, and resources before requesting help. Choose quality over quantity 5 deep relationships beat 50 superficial connections. Create regular touchpoints Monthly calls, quarterly dinners, annual retreats - make it systematic. The mistake most founders make: They network when they need something. Smart founders network when they have something to give. Your peer network is your competitive intelligence, your emotional support system, and your business development engine. All in relationships with people who understand exactly what you're going through. What's one challenge you're facing that another founder has probably solved already?

“We used to in every class have a Discord. It used to be like a lot of people just asking questions about maybe like, a lab or a homework... I guess everyone’s just Chat-GPT now. Like the new classes that I have now, we still have the Discord, but nobody really talks because most or all the questions are answered by ChatGPT.” —P16, undergraduate computing student If you’ve moderated a class Discord, you’ve probably felt this shift: a once-busy channel that used to hum with “anyone stuck on Q3?” goes quiet. Not because students stopped needing help, but because they started getting it elsewhere. A new study by Hou et al puts language to what many of us have sensed. Based on 17 interviews across seven R1 universities, students described a social rerouting of help-seeking: 13 of 17 said peer requests are now mediated by GenAI (often “ask GPT”), and students noticed community spaces like Discord slowing down. However, when AI becomes the first responder, the “hidden curriculum” stops circulating. Fewer quick questions means fewer micro-mentorships, fewer perspective-shifts, less socially shared regulation — all the good stuff that builds belonging and lifts performance over time. Students save minutes, but communities lose momentum. So what can educators do about this? - Design “peer-first, AI-fast” protocols. Peer interactions build camaraderie and a sense of belonging. Educators need to design experiences that build more peer interactions and support inside classrooms, to compensate for GenAI caused declines.   - Protect mentorship routes. Research also showed that younger students are reaching out less often to senior mentors, missing out on invisible learning that comes from understanding unwritten rules and cultural norms. Educators might need to formalize “office-hours relays” (senior → junior → cohort) so guidance doesn’t vanish.  - Create informal interaction opportunities. Informal opportunities help students build relationships beyond their immediate circle, and provide entry points into additional learning communities. Have you seen AI change the quality of collaboration in your learning or work spaces? How can we preserve the “hidden curriculum” when AI takes over first-line help?  #GenAI #Education #PeerInteraction #HiddenCurriculum

Women learn, lead, and take risks differently when they are in rooms full of women, and decades of research shows those rooms can change trajectories. This is a small but mighty group of saleswomen in the Reno-Tahoe area that are part of the Reno-Tahoe Women in Sales meetup. We had a wonderful evening solving each other's challenges. Why all women? Well, men are welcome and . . .   In See Jane Win: The Rimm Report on How 1,000 Girls Became Successful Women (1999), psychologist Sylvia Rimm reports that graduates of women’s colleges go on to take more leadership positions in their careers than women who graduate from mixed‑gender colleges. Her work underscores that when girls and young women learn in women‑only environments, they are more likely to build the confidence and aspirations that lead to leadership.   Fast‑forward to today, and the data on women’s peer networks is even clearer. A recent study of MBA graduates by researchers affiliated with Yale School of Management and Opportunity Insights found that just a 4 percentage point increase in female peers in their sections translated into an 8.4% higher probability of women reaching senior management roles, largely because women relied on those peers and alumnae networks for candid insight and guidance. Imagine if there were even more female peers for them.   Networking research on women leaders shows similar patterns. Survey data published by WomenTech Network in 2024 found that over 80% of women leaders use networking to drive their career success, including 90% who say it helped them join a board, 84% who used it to break into the C‑suite, and 81% who used it to secure higher‑paying roles, with professional and women‑only networks cited as especially powerful. This is why groups like Women in Sales, Women in Revenue, Wednesday Women of Pavilion and many others, matter so much. When women in sales and other go‑to‑market roles sit down together, they are more likely to: 😊 Share the hard truths about deals, pipeline pressure, and compensation that they might soften in mixed groups. 😊Exchange concrete strategies for navigating bias, getting promoted, and choosing companies with truly women‑friendly practices. 😊Build the kind of peer network that not only lifts their performance today but also opens doors to future leadership roles.   This is not about excluding men. It is about creating intentional spaces where women, and anyone who identifies with women’s experiences, can be fully candid, fully ambitious, and fully supported as they learn and grow together.   And if you happen to be in the Reno-Tahoe area and want to join us, let me know. There are also meetups all over the country you can join. Just ask me if you need help finding one. And keep an eye out for information about the #SalesDecadesProject by Lori Richardson, which this year will celebrate women who sold in the 80s with an award ceremony and a full day of sales conversations with these women and other experts.

50% of any business is done through networking and I have been able to do it by building actual relationships. If there is someone I met 3 years ago, I still remember their name and what they do. As founders, we often focus on strategy, product, and market fit. But there's one factor that's been crucial to TMG's growth: my reference group. When I started TMG, I was a solo entrepreneur with big dreams. Today, we're 150+ strong. The difference? The people I surrounded myself with. A Harvard study by Dr. David McClelland found that our success depends heavily on our "reference group" - those we choose to spend time with. This insight transformed my approach to networking and ultimately, our business growth. Here's how I leveraged my network to scale: 📍 Board of Advisors 2.0: I created an informal board of seasoned entrepreneurs. Our monthly dinners became strategy sessions that shaped TMG's trajectory. 📍 Peer Mastermind: I joined a group of founders at similar stages. We became each other's sounding boards, celebrating wins and troubleshooting challenges. 📍 Team as Teachers: I learned to see every team member as a potential mentor. Our junior analyst's fresh perspective once saved a client millions in taxes. 📍 Strategic Networking: Every conference became an opportunity to meet potential partners, not just clients. These connections opened doors I didn't even know existed. 📍 Mentorship Mindset: I sought mentors relentlessly, but also became one. Teaching forced me to crystallise my thoughts, improving my own decision-making. Remember: Your company will only grow as much as you do. And you'll only grow as much as your network allows. It's not just about who you know, but who challenges you, supports you, and pushes you to be better. Fellow founders, how has your inner circle influenced your company's growth? What unexpected lessons have you learned from your network? Let's discuss and learn from each other.

One of the biggest lessons I learned towards the end of my time at Goldman was the difference between vertical networking and lateral networking. I have always been comfortable reaching out to senior people. I remember one time when David Solomon was in London and I reached out to meet him. Conversations like that are inspiring. They give you big-picture vision and show you what is possible, but they are not always the conversations that help you improve your day-to-day performance. But here is what clicked for me: Vertical networking gives you inspiration. Lateral networking gives you direction. As you grow in your career, you will meet different types of people such as mentors, coaches, sponsors and peers. Each plays a different role and each one matters. But as juniors, it is easy to overlook the people closest to you because you are aiming straight for the top. The truth is, your peers and near-peers often give the most actionable advice. They are solving the exact challenges you are facing not decades ago but last quarter. They know the shortcuts, the unwritten rules and the things you can apply tomorrow morning. That is why it is worth building a simple lateral networking matrix: • What can I learn from this person right now • What have they just mastered that I am still figuring out • Where can we genuinely support each other’s growth Keep networking vertically. Those conversations will stretch your ambition. Just do not forget the power of networking sideways. Sometimes the people closest to your level are the ones who unlock the progress you need.

You’ve spent 10+ weeks in classrooms with your peers. You’ve had a front-row seat to see who raises the bar. Who engages rather than hides. Who asks sharp questions. Who thinks differently. Who’s driven and curious. Who clearly operates at a higher level. Go introduce yourself to those folks before the semester ends. It’s one of the easiest, highest-ROI moves you can make. Finding a handful of high-performing peers is a massive unlock. Yet many students spend all their energy building relationships “upward” — with professors, advisors, staff, recruiters. Nothing wrong with that. But don’t overlook the people sitting five feet away. They’re navigating the same challenges, the same deadlines, the same early-career decisions. And because of that, they can: • push you • inspire you • challenge you • offer honest feedback • keep you accountable And the best part? Peers stick with you for years. (I still stay in touch with classmates from my own college days — and many of them are crushing it in their careers. When I need help, I can call them.) All it takes is a quick intro at the end of class. Start small, stay consistent, and let the relationship grow naturally — especially if you’re taking more classes together, in the same student orgs, or around the same parts of campus. Everyone talks about the value of alumni networks (and they definitely are valuable). But a strong peer network (when built intentionally) is one of the most overlooked assets you’ll create in college.

𝐅𝐞𝐞𝐥𝐢𝐧𝐠 𝐢𝐬𝐨𝐥𝐚𝐭𝐞𝐝 𝐚𝐭 𝐭𝐡𝐞 𝐭𝐨𝐩 𝐢𝐬 𝐚 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐟𝐚𝐢𝐥𝐮𝐫𝐞, 𝐧𝐨𝐭 𝐚 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐨𝐧𝐞. 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐰𝐡𝐲. In today's disruptive, fast-paced world, detailed analysis and old best practices often fall short. Leaders are left feeling frustrated and isolated, grappling with challenges that no one prepared them for. I've seen it firsthand: the brilliant leader who feels they must have all the answers, bearing the weight of their role alone. This isolation is the enemy of innovation and resilience. So, where can leaders go to get real-time support and guidance to overcome these challenges? The answer often lies within their own organization, hidden in plain sight. The transformative power of 𝐏𝐞𝐞𝐫 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐂𝐢𝐫𝐜𝐥𝐞𝐬 - small, facilitated cohorts where leaders learn from one another. This isn't another top-down training program. It's a structured, peer-driven process that delivers profound results because it's built on genuine human connection and shared experience. Through my work facilitating these circles, I've observed three non-negotiable pillars that make them a success: 1. 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐒𝐚𝐟𝐞𝐭𝐲: The facilitator's first and most critical job is to build a confidential, non-judgmental space where leaders can be vulnerable and authentic. This is the bedrock of everything that follows. 2. 𝐒𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞𝐝 𝐏𝐞𝐞𝐫 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠: Each session, a leader brings a real challenge. The group then engages in a process of deep listening and powerful questioning, helping to reframe the issue and uncover new paths forward. You're not just getting advice; you're developing empathy and new ways of thinking. 3. 𝐂𝐨𝐥𝐥𝐞𝐜𝐭𝐢𝐯𝐞 𝐖𝐢𝐬𝐝𝐨𝐦: These circles intentionally bring together leaders from different functions, sites, and backgrounds. This diversity breaks down silos and smashes echo chambers, bringing fresh perspectives that can reveal blind spots and new opportunities you might never have considered on your own. Leaders feel heard, recognize their struggles are shared, and build a network that fuels both personal resilience and organizational performance. Your growth as a leader doesn't have to be a solitary journey. True, sustainable development happens in a community. You are one conversation away from a new perspective. 𝐅𝐨𝐥𝐥𝐨𝐰 𝐦𝐞 Diane for more frameworks on high-performance leadership. 𝐑𝐞𝐩𝐨𝐬𝐭 this to your network to spread the idea. #PeerLearning #LeadershipDevelopment #ExecutiveCoaching #PeerCoaching #LeadershipCircles #TalentManagement #FutureOfWork #LinkedIn

"Our training completion rates are at 95%!" That's what every L&D team brags about. But here’s what 15+ years of L&D consulting taught me: 💡 The most transformative learning doesn’t happen in your LMS. It happens in the hallway. After tracking learning outcomes across 200+ corporate initiatives, informal learning moments beat formal training 3:1 in actual skill application. Your people aren’t learning from your 90-slide onboarding. They’re learning from Sarah over lunch, who cracked a spreadsheet shortcut and saved her team 3 hours a week. Why coffee chats outperform courses: ✨ Real problems, not theoretical case studies ✨ Peer credibility > certified instructor ✨ In-the-moment solutions > scheduled training What the data confirms: MIT found 35% of performance variation is tied to informal social networks-not budgets, not courses, not certification platforms. What high-performing companies actually do: ✅ Schedule “problem-solving coffees” between veterans and new hires ✅ Bake 15-minute learning sprints into weekly meetings ✅ Create Slack channels for real-time knowledge sharing ✅ Measure knowledge flow, not just knowledge retention One of my Fortune 500 clients scrapped quarterly workshops and launched monthly peer mentoring circles. 6 months later: 📈 Skill application up 60% 📈 Engagement scores up 40% Here’s the kicker: Your next breakthrough? It won’t come from a dashboard. It’ll come from two desks over. What’s the most valuable thing you’ve learned at work this month? Was it from a formal session or an informal moment? I’m collecting real stories for workplace learning research. Drop yours below 👇

A Case Study in Peer Coaching That Actually Works Over the last two years, we’ve been perfecting a model with several companies that blends 1:1 executive coaching with monthly peer group sessions. The results have been striking: collaboration across silos is stronger, networks are deeper, and bonds are forming that simply wouldn’t happen through regular work. Here’s what makes it work: • 1:1 coaching provides the space for individual reflection, growth, and clarity. • Peer meetings create a forum where leaders pressure-test ideas, share challenges, and hold one another accountable. That combination turns “coaching” from a private exercise into a collaborative engine. Leaders start building trust beyond their immediate teams. They exchange insights, offer support, and create momentum for change that cascades across the business. And importantly—the impact doesn’t stop when the program ends. We see leaders continuing to reach out to each other long after, carrying forward a culture of collaboration and shared growth. In short, we’ve seen a ‘special bond’ emerge. In my latest piece for Forbes, I make the case that peer coaching isn’t just a development tool. It’s a proven path to healthier organizations and stronger leaders. 👉 Link is in first comment below. If you’re exploring ways to elevate leadership development beyond the usual playbook, this is worth a read.

Why Global Peer Collaboration Matters Peer support has transformed lives in communities across the world. But imagine what we could do if we weren’t just doing this work locally. Imagine what could happen if we were connected globally. Global collaboration among peers is more than a good idea. It is a necessity. Here’s why it matters: 1. Shared Struggles, Shared Solutions Whether you're in New York, Nairobi, or New Delhi, peers are facing similar barriers: stigma, underpayment, burnout, and lack of recognition. When we connect, we discover we are not alone and we exchange strategies that work. 2. Cultural Insight Builds Stronger Support Peers around the world bring unique cultural strengths, healing practices, and grassroots approaches. Collaboration helps us become more culturally responsive and holistic in the way we serve. 3. We Strengthen the Global Voice of Lived Experience. When we unify, we build power. We shift policies. We get invited to decision making tables. We show governments, agencies, and systems that peer support is not charity. It is strategy. It is evidence based. It is global. 4. We Create a Support System for the Supporters. Too often, peers feel isolated and underappreciated. A global network means connection, mentorship, and emotional support across borders. It is a reminder that you are part of something bigger. 5. We Build the Future of Peer Leadership This is not just about today. This is about the next generation of peers. By creating global alliances, we are paving the way for peer led conferences, training academies, research teams, and international healing movements. Peer support is a global language. It speaks hope, dignity, and recovery. When we collaborate across borders, we do not just amplify the message. We multiply the impact. Let’s continue to link arms across states, countries, and continents. Because no one knows the power of connection better than us. #GlobalPeerSupport #LivedExperienceLeadership #PeerCollaboration #UnityAcrossBorders #CRPA #RecoveryWorldwide #PeerMovement #HarmReduction #MentalHealthMatters #DaevonEaley #PeerSupportWithoutBorders