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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. Four Ways To Achieve Great Results ... CONTINUALLY PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required: mail to: brent@actionleadership.com Word count: 850 Four Ways To Achieve Great Results ... CONTINUALLY by Brent Filson Leaders live and die by results. For almost a quarter of a century, I've been teaching leaders … 2. Improved Communication to Improve Results By Andrew E. Schwartz Facilitating good communication can make the difference between a well oiled, effective team and disorganization and ambiguity. By following the tips below, you, the supervisor, can take steps toward improving communication with your employees:1.Sure you’re their boss, but people listen better when you show respect and consideration. Remember how you felt in school when the teacher talked down to you? When employees are treated as adults, they are more likely to act like adults.2. Explain such… 3. The Magic And Mystery Of Teams Discover The Coach Within YouOne of the three basic roles of leadership is the coach or mentor. The best boss is often the best coach. (See: http://tlc-leadership.com/the_three_faces_of_leadership) In sports the coach is very conscious of his role but in the business world most coaching is unconscious or even accidental.Just as many a dad learned to coach by jumping in with his son's baseball or hockey team or his daughter's basketball team most manager / coaches learned the art through a baptis… 4. The Key To Success: Build Those Relationships! By Regi Adams Powerful relationships are the key to effective work environments, and goal attainment. Powerful, healthy relationships are the pulse behind any great endeavor and achievement. It must never be forgotten that every organizational structure, flow chart and arrangement ever conceived, merely represented the relationships which formed these structures. It is said that genius is often found in that which is simple. What can be more simple than treating your people as partners in the creation o… |
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