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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. Project Management - How to Plan and Schedule More Complex Projects Gantt charts are useful tools for analysing, planning and controlling complex multi stage projects. Gantt Charts can; Assist in identifying the tasks and sub tasks to be undertaken Help you lay out the tasks that need to be completed Assist in scheduling when these tasks will be carried out and in what order Assist in planning resources and needed to complete the project, Assist in working out the critical path for a project where it needs to be completed by a particular date. When a complex o… 2. Conflict at Work, Don't Take It Personally By Pat Wiklund Conflict at work is inevitable. And, it can even be helpful, supporting a healthy organization.But, step over the edge and you'll quickly find yourself getting caught up in who's right rather than what's right. Having the argument without end, replaying the same issue over and over, without resolving your differences. Or, angry blow ups or sullen silences. You can get stuck on "She's doing that just to make me angry," or "He needs an attitude adjustment."Step back, stop avoiding, solv… 3. Getting the most from appraisals - from both sides Does your organisation have one of those annual ‘occasions’ that few look forward to: the annual appraisal or performance review? How do you look forward to it? I wonder how people talk about it before and after? Are appraisals worth doing? If done properly – yes. If done poorly – no!!!Why have appraisals? When carried out properly they can achieve a number of benefits for all parties. The organisation, the manager and the appraisee can: establish current levels of performance, and the organisat… 4. Why Your Business Needs an E-Mail Policy By Judith Kallos Why is it imperative to have a company E-Mail Policy? It is simply good business, that's why! In addition, having a clear and detailed e-mail policy in place, one that employees sign and date before they are allowed access through your businesss' computers, is critical to you being able to enforce or react to situations that may arise at a later date.Even assuming you have the best folks working for you, or on your behalf, does not negate the need for this type of policy to be established. … |
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