FAQ Frequently Asked Questions
Welcome to the Peeragogy Knowledge Center
Let's answer questions here, and then move any answers that exist to a public FAQ on peeragogy.org. I copied some of the as-yet unanswered questions here.
We use the word “peeragogy” to refer to any sort of mutually organized peer learning or peer production project.
The Handbook provides a starting place, but in order to practice you need to work with other people!
Perhaps have a look at our "Co-facilitating" and "Co-working" pages for some inspiration, and our "Examples"
and "Activities" for some concrete suggestions. If you already have a learning group, consider ways in which
your group can usefully connect with others. Also, please consider that the Peeragogy Handbook was made by people like you
-- you can always practice peeragogy by joining our community and helping us improve the book. Even if it's just a comment here and there
-- tell us about what works for you, and what doesn't.
The patterns, heuristics, and use cases discussed on our Patterns page show how individual problem solving
behavior is related to collective problem solving. Platform designers need to take both individual and collective
action into account. Our Coworking page provides some further perspective on this. (You may also want to look at the Convening a Group page,
since Coworking picks up where Convening a Group leaves off.)
At the end of our essay describing the move "From Peer learning to 'Peeragogy'", we say:
"Rather than 'reproducing the system', this sort of open-ended descriptive-design process
can be used by learners to identify the topics and ideas of concern to them, as well as to build their own language,
and their own set of social roles, to talk about and devise methods for addressing issues of concern."
It would probably be good to start with that page, and use it together with your group in a collaborative design exercise.
We also provide some thoughts about "Researching Pæragogy", where we connect paragogy principles with a general approach to measuring and supporting learning.
Of course, we consider ourselves the peeragogy team. Not
everybody is familiar with our, let's say, strategies/beliefs. But I
think, as we said earlier if we are feeling and thinking this a
good way to solve problems and be creative, then it's a good
thing to apply to any given environment. So it's difficult if other
people, different from us, try to impose rules or define things
without considering our ideas or input. Lisa was talking about
organizations. I think they could gain a lot if they understand
that peeragogy is a better way to work in an entrepreneurial
or private environment, in general, I think it's good for all.
Well, peer learning. learning with peers,learning from peers and trying to make things together or make things happen
together.I think that for me, the most important thing I've learned from this experience is that you can achieve more
when you work together and set goals together.
I love the concept of peeragogy. It combines networking, learning and collaboration and elevates them to a whole new level or platform,
one that I think membership organizations could apply. After all, if your members have identified interacting with their peers, sharing real-life
experience and case studies as key reasons for joining your organization, then introducing some peer-based learning sessions might be worth a try.
In today’s hyper-active social media world, many of us, especially “digital natives” such as Millennials are used to information gathering and
knowledge sharing online. This generation doesn’t want to be lectured to, they want “transformative experiences.”
While some Millennials may not be sold on the importance of face-to-face networking, they regularly seek peer feedback and trust the recommendations
and insight offered via social media networks. This leads me to believe that younger members would welcome a learning experience that involves enabling
them to share opinions and brainstorm solutions – whether online or off.
Here are a few ideas for integrating the peeragogy concept in your organization:
“Elevate our conference and education participants to co-learners with the presenters and facilitators.”
This is a key suggestion that Jeff Hurt makes in his post. He advises conference organizers to “[shift] from the traditional 30-, 60- or 90-minute lecture”
and “provide 10-minutes of content followed by 10-minutes of pair-shared discussion. Keep the peer-learning in small pairs or triads so everyone feels engaged.”
“Harness member insight” (suggested by one of the comments to Jeff Hurt’s post) – by providing an opportunity for some sort of audience interaction in all conference,
seminar and workshop sessions. Make this a requirement for all of your speakers.
Peer training: I’ve seen this concept applied in the workplace, where trainers taught employees counselling and life-saving skills and those folks, in turn, offered training to their colleagues.
Perhaps peer-to-peer learning could be applied to help train fundraising volunteers at non-profits or help volunteers learn member or volunteer recruitment and management skills? This kind of peer training process
could help with volunteer transitions and orientation.
Facilitated networking activities for example, if you’ve identified some key issues or challenges facing your members, you could organize a facilitated discussion or forum where members could offer their insight on how they’ve handled the issue/challenge.
peeragogy “acknowledges the power of two-way peer relationships in learning.” Do you think peer-based learning and interaction could help your organization increase member engagement?
For additional support please contact the support team directly.
- Peers Email Support:
- @Google-peeragogy-forum
- For questions, please visit our G+ Community peeragogy.org
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