Peernovation Second Edition: Forged by CEO Forums. Perfected for Teams. is all about how teams, and more specifically, peer groups, can dramatically level up both personal and organizational performance. Why was this an important book for you to write?

The original edition, published in 2020, was based on my working with about 125 groups and teams, and today that number has eclipsed 800. Suffice it to say, I have learned quite a bit over those years, and it was time to share it. Second, the first book didn’t emphasize the three dynamics found in high-performing groups nearly enough, so it became necessary to elaborate on what they can mean to any organization. Finally, if there was ever a time in human history when organizations could benefit more from these principles and practices, it’s now. Your review and the early Amazon reviews of the book have been incredibly positive, and I appreciate that. However, I am most gratified by the descriptions of the content as uniquely human, practical, and actionable. That’s what it’s all about and what may ultimately determine whether today’s leaders consider embracing it.

How much research did you undertake for this book and how much time did it take to put it all together?

This second edition of Peernovation stands on the shoulders of my previous three books, The Power of Peers (2016), What Anyone Can Do (2018), and Peernovation (2020). It is informed by spending more than a decade reviewing the academic literature and learning from the wisdom and experiences of dedicated forum leaders, scholars, group members, and team leaders. The content leans heavily on the disciplines of collaborative learning theory, psychological safety, group dynamics, accountability, organizational culture, and systems thinking – building a bridge between the proven practices that have emerged from CEO Forums and what it will take to lead higher-performing, happier teams in today’s workplace.

What were some ideas that were important for you to share in this book?

Here are some of the specific concepts: The highest-performing CEO Forums across the globe have 1) a mechanism for continuous improvement (The Learning-Achieving Cycle), 2) they realize both intentional and collateral learning (what we learn from how we learn), and 3) they have the benefit of a servant leader who is a part of the team and not apart from it. Because none of these things happen by putting a bunch of people in a room and hoping for the best, it takes the five factors: 1) having the right people, 2) a high level of psychological safety, 3) a focus on productivity, 4) a culture of accountability where people accept personal responsibility for bringing their best, and 5) a servant leader who is a part of the team, yet serves as the steward of the first four factors. Peernovation is not a prescription; it’s a framework. All we’re doing is using models within this framework to leverage the power of peers, unlock the gifts that already exist in your organization, and direct that energy to whatever goal you wish to achieve. It works because, rather than being told what to do, your employees own the solutions and their associated action items, and they accept personal responsibility for bringing their best every day.

What is one thing that you hope readers take away from Peernovation?

We’re stronger and better when we do it together, yet the power of we begins with each of us.

Author Links: GoodReads | X (Twitter) | Facebook | LinkedIn | Website | Amazon