The power of peer coaching (and how to do it well)
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Peer coaching involves colleagues with the same level of experience and position to commit to helping each other by sharing insights, feedback, and best practices.
Peer coaching can play an important role in building a resilient, high-performing organization while allowing remote workers to connect and engage with one another from afar.
Peer coaching shares some practices with mentoring programs that pair experienced employees with junior ones for professional development.
Peer coaching can consist of pairs, triads, or small groups of participants that meet in person or remotely. Sessions start with goal-setting and end with action planning. These sessions can address organisational issues, specific skill development priorities, and more.
In some organisations, peer coaching is an inherent aspect of a team’s culture and happens organically. Other organisations implement a more formal structure, with defined requirements for serving as a peer coach and sessions held on a regular schedule.
Ideally, peer coaching becomes ingrained in organisational culture with or without a formal program.
Accepting feedback gracefully and changing behaviours accordingly do not come naturally to most people. It may be because feedback hasn't been presented in an effective way.
Peer coaching is entirely dependent on the free exchange of actionable feedback. It can only work if all parties feel safe and have each other's best interest at heart.
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