Why AI Won’t Mean the End of Peer-to-Peer Learning

In the current climate, traditional learning incentives appear to be under siege. As organizations have shifted to digital training and online platforms to deliver learning and development (L&D) opportunities throughout the pandemic, some educators might be anxious about the changing landscape of corporate education.

In a world where digital transformation efforts are being accelerated and artificial intelligence (AI) adoption is becoming more ubiquitous than ever before, the age-old concern that robots might one day replace the role of learning leaders looms large. And this is no baseless concern: research has revealed that a staggering 25% of roles in the US are already experiencing high levels of disruption due to AI and machine learning.

Clearly, new technologies seem poised to shake up the jobs market. However, this doesn’t have to mean the days of human learning leaders and peer-to-peer (P2P) methods are numbered. Despite any trepidation about the effects of automation on the jobs market, modelling actually suggests that automation will create more jobs than it will replace.

‘…human teachers providequalities and skills that are difficult to replicatein their robot counterparts…’

In essence, this is simply because human teachers provide qualities and skills that are difficult to replicate in their robot counterparts: emotional intelligence and charisma, as well as an innate ability to connect with learners. By harnessing the capabilities of each party, I envision a future where man and machine will work hand-in-hand to build employee skills and fuel their careers.

It has long been known that individuals learn more effectively when they are able to engage and collaborate with their peers. Historically, this method of knowledge transfer has been lauded as one of the most valuable within educational settings, as it enables students to benefit from discursive learning without the stress or pressure of receiving such incentives formally from HR and training professionals.

Indeed, people don’t only build knowledge and skills during structured, one-off training sessions: they grow every day through new experiences and interactions. This understanding sits at the heart of P2P learning, which encourages a culture of learning that blends both formal and informal development.

A ‘hybrid’ model of working will likely become the norm in the post-pandemic environment, and this method will remain important in the new landscape. With many employees now missing the days of the office, recent research from Soffos has also uncovered that 42% of full-time workers have found it difficult to engage adequately with learning materials and training courses delivered online throughout the pandemic. As such, in-house P2P incentives will no doubt remain popular as we transition to different business models.

The findings of this research should not negate the great benefits that can bring to the table.