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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. Why Do Managers Create Low Morale? Or Does My Bum Look Big In This? By Peter Hunter Why do managers create low morale as a product of their management and what can we do about it?The answer to the initial question is easy.We all know what managers do to the workforce that causes the workforce to feel the way they do about their jobs.The managers never listen to the workforce, they never give the workforce any respect, they don’t value the workforce and they spend their time “managing” by telling people what to do.The much harder question is “What can we do about it?”It is fir… 2. 3 Simple Things the Best Managers Do - And You Can Too! By Martin Haworth If it's so simple, why don't managers all over the globe get this right, every time? Well, because it's so simple, it seems too easy, so busy managers squeeze a lot more in, time after time. And that makes things much more complex - just the way a manager should be. NOT. Keep it simple, deliver quality and you will not go far wrong.Here are the three things...They Value their People So what do the best managers do? They are very interested in what they hear their people say and respond… 3. Dealing with Marginal Performers: The Therapeutic Approach By Andrew E. Schwartz --PREPARATION: The purpose of the therapeutic approach is to spark an employee toward improved performance through counseling. The manager’s goal is to help the employee recognize the existence of a problem, accept the need for change, and formulate his or her own program for improvement. The manager should critically assess his or her own attitudes and opinions. It is important to try to eliminate all personal bias and prejudice or at least be aware of any such emotions no matter how little e… 4. Using Employee Opinions Effectively When Designing HR Programs By Sharon Terry Using Employee Opinions Effectively When Designing HR ProgramsEmployee opinion is one of the most powerful resources available to human resource professionals. But what are the best methods for harnessing those opinions?Conversation - Welcoming feedback via informal conversation is the first step towards utilizing the viewpoints of employees.Focus Groups - Focus groups take conversation to the next level by brainstorming on particular issues. A focus group gives HR insight into the thoughts,… |
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