Prioritize Engagement and Growth with Peer Coaching
What is “peer coaching”? It’s usually defined as “a form of learning involving two or more colleagues working together to review current practices, teach one another, and develop, refine, and build new skills.” However, it is much more than that; when implemented and executed with intention, peer coaching has the potential to fast-track your growth and development.
According to the World Economic Forum, nearly half of all the world’s employees will likely require upskilling or reskilling in the coming years to remain competitive in the rapidly changing workplace. As a leader, it is vital to invest in the continued education of you and your team.
Peer coaching is invaluable for organizations of all sizes and across industries. If you aren’t currently using peer coaching to bring out the best in your leaders, keep reading to find out why it should be part of your growth and development program.
Why peer coaching?
Isolation is an under-recognized consequence of becoming an effective leader. Because there are often things that you cannot share with your employees, you may begin feeling like you’re on the outside of the daily goings-on of your team, making it more difficult to get perspective on how to address things like performance or morale.
However, through peer coaching, either one-on-one or in a group, you can form connections with people facing the same struggles as yours; as a result, you will have teammates who can relate to your problems in a specific and valuable way. Professionals who face the same struggles as you and are equally dedicated to learning can help you quickly work out your blind spots and allow you to practice new skills in a safe space. Moreover, a supportive learning environment creates bonds between professionals, forming the foundations for enduring accountability, connection, and support.
Also, helping others learn and develop new skills is a powerful learning opportunity. “While we teach, we learn,” goes the ancient Roman saying. Known as the protégé effect, research shows that when students are tasked with teaching others, they retain far more information than when learning for their own sake.
How to Do It
Here are some guidelines that will help you get the most out of peer coaching:
Nurture an atmosphere of psychological safety
Psychological safety is the foundation for all effective learning. Regardless of where peer coaching takes place, you have the opportunity to foster psychological safety with your behavior. Nurture an atmosphere of cooperation, lack of judgment, and direct but fair criticism.Foster a collaborative attitude
Group members or teams should focus more on helping others improve than pointing out weaknesses or mistakes. Get everyone on the same page regarding the goals of the group and best practices for providing feedback at the outset. Peers or group members are not there to compete or evaluate.
Practice active listening
Peer coaching can be an effective place to practice the skill of active listening. Show that you are paying close attention with your body language; seek to understand by repeating what you have heard and asking clarifying questions.
Commit to providing direct and concise feedback
Feedback is most helpful when it is direct, concise, and balanced. Too much positive feedback creates redundancy, while too much negative feedback discourages growth. While it is never easy or comfortable to discuss shortcomings, hearing kind and honest feedback go a long way to creating positive change and helping self-confidence.
Take risks
Leaders must be vulnerable and get out of their comfort zones to give and receive honest peer coaching. It is much easier said than done, but in the right environment, being vulnerable will help you detect and address your blind spots and garner trust with your colleague or team.
Peer-to-peer coaching offers growth possibilities beyond the reach of one-on-one coaching. Contact Leadership Delta today to help you tap into an incredible network of peers who are as dedicated as you!