Several years into a job some professionals find their passion for their vocation has diminished. Perhaps their expectations have been dashed, a dream of service having turned out to involve long hours at unfulfilling tasks. Their organizations may seem indifferent or even hostile to their best efforts or perhaps they are the victims of downsizing or a recession.
The disillusioned and discouraged of the workplace can take hope. By coming together in informal peer learning groups, a dream of service can be revived and members can find new meaning in their work. Peer learning groups use storytelling from participants’ personal experience to explore meaning. The group offers a level playing field in which everyone’s stories are equally relevant.
Rachel Naomi Remen, M.D., has developed a successful model of peer learning for physicians. That model has self-replicated all over North America. Other practitioners from diverse backgrounds have developed related discovery learning models.
Storytelling and a Discovery Model of Learning
Storytelling in an informal setting is an invitation for professionals to step into a new space and frame of mind, detached from the harsh reality of the workday world. Stories are compelling because they speak to people at a feeling level, cutting through the coats of professional veneer employees accumulate working in organizations. In the context of an informal community of inquiry, stories bring out the collective wisdom and experience of participants.
Getting at this kind of knowledge would be nearly impossible with conventional meeting techniques. It takes the combination of safe environment and storytelling to illuminate this wisdom and make it available to the group. Storytelling in the context of a discovery process helps participants move from reflecting silently on a topic, to sharing their reflections, to group discussion. The end result is often a discovery of shared values and a reaffirmation of commitment.
Logistics for Organizing Peer Learning Groups
Informal communities of inquiry are typically formed by like-minded professionals who recognize they have jointly lost their joy in work. Creating a sense of community is paramount. The group identifies candidates from its network and invites them to a first meeting in someone’s home. Most groups quickly settle into a pattern of monthly meetings at each other’s residences. Each meeting lasts about two hours and revolves around a particular topic. A group of six to ten people is an optimum number.
A typical meeting begins with a check-in between group members and then people take turns sharing stories about the topic at hand. The meeting’s theme can vary considerably, from exploring what compassion would mean in the workplace to questioning the organization’s economic model, which may be at odds with realizing positive impacts in community.
Professional facilitation is not required, members taking the facilitation in turn. Aiding their interactions is a set of ground rules. Confidentiality is negotiated to enhance a safe environment for sharing. Cell phones and other devices are switched off to encourage generous listening. The group agrees that when someone is sharing a story, others will be present and silent.
Benefits of Participation in Peer Learning
Participants in peer learning groups report the following benefits:
- A feeling of wholeness and belonging.
- A sense of renewed vocation.
- An ability to better understand how personal factors may have contributed to a negative workplace outlook.
Workplace problems do not disappear and organizations are not suddenly more supportive, but something shifts in participants’ perspectives. This is because the peer learning process allows participants to connect with peers at a deeper level. It holds open a space for becoming more integral as a person and professional.
Andree Iffrig - Andrée Iffrig LEED AP is a writer and award-winning graduate architect. She uses her broad background in environmental design and ...
