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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. Terrible Meetings - Ten Ways to Spot Them! By Martin Haworth Sometimes, better than giving advice about how to run things well, it can be useful to have a hit list to notice to help you identify when things are less than productive. Meetings can be hugely productive, especially if you keep a sharp eye out for these Ten things:-No AgendaWhen there is no agenda, there is no opportunity to prepare, no framework for the meeting and no purpose. When this happens a lot, there is a tendency for 5 below.Wrong people thereEver been to a meeting where there was … 2. Tales from the Corporate Frontlines: Employee Ideas Achieve Work Life Balance By Josh Greenberg This article relates to the Work/Life Balance competency, which investigates how your staff feels with regard to the balance between work and personal life. It explores issues such as priority of family and hours on the job, also covered in this competency. Organizations that enjoy a high satisfaction level in this area will normally exhibit a low rate of absenteeism and experience higher employee retention. Evaluating this competency is helpful in understanding issues relating to a workforce … 3. Effective Performance Management Recently the Aberdeen Group completed a study on performance management. They found that companies with best-in-class employee performance management systems produce 50 to 70 percent more revenue than those that don't have a good system. That finding gets my attention. We also know, from earlier studies, that top performers are four times as productive as the weakest performer in an organization. Bob Rogers, the president of Development Dimensions International (www.ddiworld.com), has said, 'Th… 4. Interviewing Applicants Can Be Hazardous to Your Wealth By Michael Mercer 1st Fact: Interviewing applicants is the most common way companies decide whom to hire.2nd Fact: Research proves most interviewers do lousy at predicting if an applicant will succeed – or flop – if hired.3rd Fact: Research shows that customized pre-employment tests do great at predicting if an applicant may succeed or fail on-the-job.4th Fact: Since you must interview applicants, even if you use tests, you need to make better predictions based on interviews. If you do not learn how to do… |
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