Peer Development

Pattern 2.1: Ask For Help

A simple protocol for learning, skill sharing, and building connections, with respect for people’s autonomy.

Ask someone, “would you be willing to help me with …?” The person asked answers with a simple “yes” or “no“.

  • if the request is declined, the person asking accepts the answer without negotiation or inquiry
  • if the request is unclear, inquire for more information
  • if you accept a request for help, support your peer in the best way you can

Pattern 2.2: Peer Feedback

Invite a peer to give you some constructive feedback on:

  • performance in a role
  • general feedback about your participation and collaboration
  • any specific aspect you may be interested in


  • ask peers to take some time to prepare
  • invite both appreciations and actionable improvement suggestions
  • inquire to better understand the feedback, and avoid to discuss or judge it
  • decide for yourself what you will do with the feedback

Pattern 2.3: Peer Review

People support each other to learn and grow in the roles and groups they serve.

The role keeper – or group – leads the peer review by setting up the process and speaking first in each step.

Ensure to invite people with complementing perspectives to contribute to the review, and a facilitator.

Improvement suggestions apply to personal development, collaboration, updates to domain description (including driver statement) and strategy.

Continuous improvement of people’s ability to effectively fulfill roles or collaborate together in groups.

Pattern 2.4: Development Plan

An agreement supporting people to more effectively collaborate as a group or fulfill a role.

A development plan is passed as a proposal to the delegator to test for objections and concerns.

Acting on development plans is an integral part of the strategy of people in roles, and of groups.

Read next: Enablers of Co-Creation

© 2017 by B. Bockelbrink, J. Priest and L. David Licensed under CC BY-SA 4.0