Best Ways to Share Knowledge in Tech Teams

99% of the best engineering teams I’ve seen share one simple rule: → The more you share, the faster you all grow. 🔁 Knowledge flows both ways: ∟ Seniors mentoring > Seniors managing Real growth happens when seniors teach, not just assign tickets. ∟ Juniors asking questions > Juniors guessing No one expects you to know it all. The ones who learn quickest are the ones who speak up. ∟ Sharing mistakes > Hiding them The team that admits bugs and failures up front fixes them before they spread. ∟ Pair programming > Solo struggle Two brains spot more edge cases. You pick up new habits, shortcuts, and ways of thinking. ∟ Writing docs as you go > Documenting at the end Knowledge that’s shared in real time helps everyone, not just future hires. The best engineering cultures are built on trust and curiosity— Seniors who lift others up. Juniors who bring new energy. Everyone growing, every day. That’s how you build teams that last. That’s how you make work worth showing up for.

I’ve been reflecting on how much time I am investing in my #ProfessionalDevelopment, and how to best support our #LearningCulture within Prosci, especially with tight budgets and resource constraints. Here are some of the low to no-cost, highest-ROI strategies ideas I’ve found to be effective. I’d love to hear what’s been working for you! 🎯 Create a learning plan with very clear objectives. I personally love using our individual change #ADKAR framework for this. AWARENESS (recognize the need for improvement - why does this matter?); DESIRE (your individual dedication and motivation to do the learning - why does this matter for me?); KNOWLEDGE (specifics on how you will gain the skill, e.g., training, peer learning); ABILITY (plan for practice - how will you demonstrate and apply new knowledge?); and REINFORCEMENT (ensure sustainability - what steps will you take to maintain results?). 🔗 Partner up internally. Can your finance team teach project managers how to measure ROI? Could marketing help HR with engagement strategies? These internal "barter" arrangements often unlock surprising value. ☕ Encourage knowledge-sharing. Create spaces where teams can share challenges and solutions. Not only does this build skills, but it also strengthens cross-team relationships that improve execution. Whether through internal online forums, lunch-and-learns, or mentoring, the more people share what they know, the more it multiplies. ✋ Tap into your organization’s experience. The person who led a similar project three years ago could be your best resource today - no budget needed. I'd encourage you to be a bit #vulnerable and ask for support where you know you don't have all the answers. 🤖 Leverage free AI tools. AI can accelerate learning and can offer immense value when used creatively. AI tools like language models (e.g., ChatGPT) can provide instant answers to questions, explanations of complex concepts, or help with brainstorming ideas. Want to create a personalized learning plan on a new #skill or #competency? It's brilliant. ⏲️ Make time. I know this one can be tough, but I’m committed to creating time for learning—whether it’s blocking out "learning hours" in my calendar, dedicating time during team meetings, or making weekend chores more productive by listening to a #LinkedInLearning course at the same time as I weed the garden. It's a small investment that pays dividends over time. #ResourceOptimization #KnowledgeSharing #AILearning #CapabilityDevelopment

𝗧𝗵𝗲 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀 𝗼𝗳 𝗣𝗲𝗲𝗿-𝘁𝗼-𝗣𝗲𝗲𝗿 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 🌟 Tired of the limitations of traditional top-down training methods? You’re not alone. Many organizations are finding that conventional training approaches don’t fully leverage the collective knowledge and experience within their teams. Missing out on peer insights can limit the effectiveness and relevance of your learning programs, leaving your team underprepared and less competitive. peer to peer learning Here’s how you can flip the script by encouraging peer-to-peer learning, creating a more dynamic, engaging, and effective learning environment: 📌 Create Collaborative Platforms: Implement tools like intranet forums, Slack channels, or dedicated learning management systems (LMS) that facilitate knowledge sharing. These platforms should be user-friendly and accessible, allowing team members to easily share insights, resources, and feedback. 📌 Structured Knowledge-Sharing Sessions: Organize regular sessions where team members can present on topics they are knowledgeable about. These sessions could be in the form of lunch-and-learns, webinars, or workshops. This not only empowers employees to share their expertise but also fosters a culture of continuous learning. 📌 Peer Mentorship Programs: Pair up employees with different levels of experience for mentorship. This encourages the transfer of knowledge and skills in a more informal, yet impactful way. Mentorship programs can be structured with clear goals and timelines, ensuring both mentors and mentees benefit from the experience. 📌 Encourage Cross-Departmental Collaboration: Facilitate opportunities for team members from different departments to work together on projects or problem-solving exercises. This breaks down silos and promotes a broader understanding of the organization’s operations. 📌 Reward Knowledge Sharing: Recognize and reward employees who actively contribute to peer-to-peer learning. 📌 Leverage Social Learning: Use social media groups or internal social networks to create communities of practice. 📌 Integrate Peer Reviews: Incorporate peer reviews into your regular workflow processes. This not only provides valuable feedback but also encourages employees to learn from each other’s work. 📌 Utilize Gamification: Introduce gamification elements such as quizzes, leaderboards, and badges to make peer-to-peer learning more engaging and fun. By implementing these strategies, you can harness the collective intelligence of your team, making learning more relevant and impactful. Peer-to-peer learning not only enhances skill development but also strengthens team cohesion and collaboration. Have any other tips for effective peer-to-peer learning? Share your thoughts below! ⬇️ #PeerLearning #TeamDevelopment #ContinuousLearning #KnowledgeSharing #EmployeeEngagement #BusinessGrowth

Two of the biggest problems I hear about in leadership development: 1/ “Learning doesn’t stick.” 2/ “We don’t have a culture of learning.” BOTH of these problems can be solved. The key is to create a “learning ecosystem.” I’m not saying it’s easy...It’s certainly not something you can do overnight. But, these 7 tactics can go a long way: 1/ Hold a monthly community of practice Get your audience together each month (on Zoom). Use the call to: - reinforce key learnings - forge peer connections - give everyone a chance to ask Qs & share challenges - facilitate practice 2/ Create a Resource Vault Store learning resources in one live folder. Keep your docs updated in real time: - Insert new examples - Take & apply real-time feedback from learners - Create new resources based on what learners need The goal here is to make the vault a place your learners return to often. 3/ Send Weekly Behavioral Nudges Weekly behavioral nudges: - are a simple way to double or triple the value of an existing assessment or training program - can take a one-and-done program/assessment and add a year-long tail of exercises and key insights Nudges = STICKY learning 4/ Give Every Learner Access to a REAL Coach Use message-based coaching to: - expand the number of employees you can offer coaching to - meet employees at the exact moment that they need help 5/ Create a Peer Learning Network Peer learning tech enables collaboration in new ways. (And in ways that in-person can’t) Example: One leadership development team at a big tech company used a simple Google doc where learners shared questions, insights, and examples from over a dozen locations. As their doc grew… - themes emerged - ideas intersected - they had a running record of key info 6/ Deliver Microlearning in the Flow of Work Micro-learning: - makes learning available on-demand (open book test) - helps increase repetition to build habits - brings learning into the flow of work 7/ Trigger Organic Conversations You might: - use conversational guides (between peers or between learners & managers). - use prompts in your peer learning network - hold breakouts in your community of practice The idea is that over time, your learners will naturally use the language and ideas from your learning in their daily conversations. ____ Apply these 7 tactics (or even just a few) and you'll be well on your way to creating a learning ecosystem. One that will: 1/ take in new topics and spit out behavior change 2/ generate more feedback than you can collect 3/ solidify a culture of learning What other components do you include in your programs? #leadershipdevelopment