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Peer coaching is not a new idea, but is not widely practiced. In fact, there are significant barriers to its effective use. In some organizations, the “command-and-control” style of management is so entrenched that position power seems to be the only lever available to get others to consider a request. More and more, though, organizations are flattening out, abandoning a rigid hierarchy, and encouraging people to come together across boundaries, divisions, and departments to unite efforts and talents in ways that may not have been possible before. Eliminating territorial attitudes and interdepartmental rivalries, and encouraging teamwork provides for endless possibilities. Peer coaching requires many of the same coaching skills that managers utilize when coaching Representatives. However, peer coaching also demands a special sensitivity to relative situations. For example, a manager may address an issue directly: “John, I need to get some numbers from you on the Simpson project.” With a peer, a less direct approach is needed. Peer coaching requires asking questions, gaining an understanding of the other person’s issues and viewpoints, and identifying areas of shared interest or concern. Peer coaching doesn’t necessarily involve quid pro quo – “I’ll do this, if you’ll do that.” But, peer coaching does involve identifying areas where one team member can be of assistance to another team member, or where the combined efforts of team members provide the most beneficial results. As with all coaching skills, the most important piece of peer coaching is listening to understand. Learning more about various priorities allows people to identify areas for collaboration, while strengthening relationships and seeing team members as valued individuals. A team member’s greatest untapped resource may be the opportunity to reach across boundaries, combine strengths, and achieve personal goals as well as the goals of the organization. Quick Tip
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More Articles:1. Data Storage - Managing Massive Amounts of Data Perhaps it is karma, but the more successful you become, the more data you will have to deal with. Effectively managing massive amounts of data often comes down to the issue of data storage. Data Overload Mass data means large volumes of data or bulk data. Both in a standalone PC as well as in a network environment, we generally face the problem of managing data. The data grows day-by-day thereby creating problems of data handling. No doubt there are various techniques and devices that are capab… 2. Non-competitive team building One of the problems with the traditional team building event format is that it is essentially divisive. A selection of activities is laid on and the group is divided into teams to have a go at each activity. An example might be a team of 20 divided into four teams of five to try archery, laser clay shooting, quad bikes and dune buggies. Not only does this isolate people into teams which may be separated over the course of the event but often teams are encouraged to compete against each other so … 3. Parenting Your Employees to Better Performance By Inez Ng Have you ever worked for someone who was such a micro-manager that it drove you crazy? And have you ever worked for someone who was so hands-off that you felt like a lone warrior on the battlefield? These are examples of you working for leaders who did not adapt their style based on the employee’s needs. I would venture to guess that you were not entirely motivated to put out your very best effort every time when you were feeling such frustrations.What can you, as a manager, do to prevent t… 4. Employee Motivation: Make Everyone A Cheerleader For Your Company By Marcia Zidle Do you manage by walking around? What do you see? People excited about their job or people just going through the motions? Here are seven ways, that do not cost much if anything, to turn the “it’s just a job” employee into one that is powered up and willing to give their best every day.Spend time out in the field. Ask your employees how you can help make their jobs easier. Work alongside them and even let them teach you what they do. Southwest Airlines has a mandate that every manager must … |
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