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Don't Wait to Start Your Marketing Strategy
Your novel is finished, you’ve had it edited by a professional Editor, and you’ve done the rewrites. What? You haven’t had an editor edit your work yet? This is a must. There are many editors advertising in Writer’s Digest. I have used one...
How To Increase Your Coaching Record By At Least 25%
"How can I become a better and more effective coach?" We hear this question frequently and there's obviously more than one answer. Today, let's explore one aspect of better coaching. You need to identify one or two players on your team you think...
Improving Quality through Coaching
BMW, The Ritz-Carlton, Kodak, Dell, Microsoft, Volvo, Smuckers,
Kleenex, Crayola. Do these places all have customer service Call
Centers? Are they relevant to our audience? Does that matter? I
think you only need to name five.
What do these...
Progress Reviews: Your Key To Effective Coaching
One of the most effective ways to help your staff succeed is to provide regular, consistent coaching throughout the year. A Progress Review is a specific kind of coaching discussion, tied to the employee’s Annual Objectives and Standards. It is an...
Surviving the Workday in your Organization
Most people suffer from stress at some time during the day. When you recognise your own peak and low energy levels, you can work with your body clock to maintain high productivity and alertness. It makes sense to tackle the hardest tasks at...
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Coaching Skills for Peers: Extending Influence
Many people think of coaching solely as a management technique. Although coaching skills provide managers with the means to get business results while creating solid relationships, the value of coaching in other arenas is often overlooked. Utilizing coaching skills is also beneficial when cooperating and collaborating with others, developing influence within the organization, and getting effective business results.
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
PEER COACHING REQUIRES:
- Seeing the “big picture”
- Asking questions
- Understanding the other person’s point of view
- Identifying areas of shared interest/concern
About the Author
If you would like to read more information on coaching skills for peers, managers, and leaders, please visit CMOE or you can speak with one of our Regional Managers who will be able to answer your questions. You can reach us at (801) 569-3444.
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