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Coaching Leaders for Change - 5 Ground Rules
How do you convince leaders to change?
Executive coaching offers a tremendous opportunity to leverage the talent and resources of leaders.
Coaching is no longer reserved for problem leaders. It is frequently sought by top performers whose...
Juggling It All
As we have mentioned in other articles, having a trigger to start your day is very important. One of the major problems with people running businesses from their home is starting the work day. For many of us seasoned home based business owners...
Lone Wolf -- Lead Wolf
Copyright 2005 Rick Johnson
Lone Wolf----Lead Wolf “The Evolution of Leadership”
Privately held companies range in size form very small “Mom & Pop” operations with revenue as low as $100,000 or less, to huge multi- million dollar...
READY, SET…WAIT?
READY, SET…WAIT? THE DIFFERENCE BETWEEN DECIDING AND DOING ”Five frogs are sitting on a log. Four decide to jump off. How many are left? Answer: five. Why? Because there's a difference between deciding and doing” Mark L. Feldman & Michael F....
Various Aspects Of The Lease Purchase Business
In a previous article, we wrote why we believe that Lease Purchasing is the perfect home-based business, here we want to briefly touch on some of the actual aspects of operating such a business, the pluses and minuses and why Lease Purchasing...
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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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