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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. Employee Motivation: It’s More Than A Paycheck By Marcia Zidle Managers often ask, usually with exasperation, “How can I keep my employees motivated? I pay them decently. What else is there?”Offering competitive salaries is certainly important. But a paycheck is what helps people get to sleep at night, not what gets them going in the morning.What keeps them committed to come in on the weekend or stay late or go that extra mile is more than money – it’s the day-to-day ‘stuff’ like respect, fairness, recognition and feeling in control of their small piec… 2. Uncovering the Secrets to Effective Performance Management By Allan Mackintosh In many ways there are no secrets to implementing effective performance management. Performance Management is a process and a process which if implemented effectively should ensure that both employees and managers remain both productive and motivated.The actual process itself should hold no secrets. There are simply a number of steps to be considered within the Performance Management process these being as follows:1. Agree roles and responsibilities and the objectives and targets that go with … 3. Managing People - No One Shows You What To Do By Alan Fairweather Imagine the following scenario - you pay a visit to your doctor one day and in the course of the conversation he or she lets it slip that they have no formal medical qualification. However, everything's okay because they've been involved in the "doctoring" business for years, had lots of experience and have read several books on the subject; I bet you'd be out of there like a shot.Imagine another situation where you're looking to employ an auto mechanic to look after your company vehicles. One… 4. Do the People in Your Organisation Dress For Success? By Lorraine Pirihi What really amazes me, with all the personal and professional development seminars people attend, from executives in corporate world, business owners and employees alike, very little investment has been made into the way they look ... personal image.Perception is RealityI'm no image consultant, however I have been to a couple of different ones to try and improve my appearance. Not from a vanity perspective, but to look as good as possible.Wouldn't you prefer to do business with someone who loo… |
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