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Daily tips, tools and blog posts for leaders and their teams. Daily posts since January 2014. The Teams365 blog is brought to you by Jennifer Britton, founder of Potentials Realized, and author of Effective Group Coaching and From One to Many: Best Practices for Team and Group Coaching.

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#TEAMS365 #2041 #FlashbackFriday: 7 Key Challenges for New Leaders

8/2/2019

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​As I mentioned in last week’s FlashbackFriday post, this time of year often signals the start of new leaders’ roles. With that in mind, I thought it would be useful to reach back to a 2016 post on the 7 Key Challenges for New Leader.

Here’s what I wrote in that 2016 post:
​
Seven Key Challenges of New Leaders
1.      Too much information
2.      Too much management by boss
3.      Buddy to Boss syndrome
4.      Trying to be “liked by everyone”
5.      Working to make changes too fast
6.      So much to do, so little time! – Create Boundaries
7.      Trying to be like the last leader

Over the last month here at the Teams365 blog we've been looking at tips for new team leaders. Today's post looks at seven key challenges for new leaders. These are in fact challenges for leaders of all tenure. Let's take a look at each one, one at a time:

1. Too much information: During the first few weeks and even months of a new role there is information coming at you from all directions. Consider what approaches are going to allow you to avoid overwhelm. This might include asking yourself what's needed now, next week, next month, next quarter OR figuring our where you want to file everything and scheduling a time on an ongoing basis to review it.

2. Too much management by your boss - As I've written multiple times, your relationships with your boss is one of your most important relationships. For many reasons your boss can be overly hands-on and directive at the start of a new role.  Diplomatically you will want to navigate the tension of your own autonomy as a leader, and also taking their advice into consideration.

3. Buddy to Boss Syndrome - When you take over a team that you were once part of you may face the buddy to boss syndrome. In these instances, it's not only you making the adjustment, it's also the team as well making the adjustment to you in a new role. What conversations do you need to have with your former colleagues on the team?

4. Trying to be liked by everyone - one of the biggest adjustments for some new leaders is not being liked by everyone. Leaders making the hard calls doesn't always cultivate friendship. There is an important difference between being liked and being trusted, and this is important for leaders of all tenures to keep in mind.

5. Working to make changes too fast - While change is important, making change too fast in a team can create a lot of waves and potentially may not be in the best interest of the team. What new insights are you getting around issues from your new vantage point? What are the key issues which really need a change?

6. So much to do, so little time. Remember that as a leader you can delegate. It's not about doing everything yourself. AS a leader it's important to have the space to build relationships, support the team etc. What are the things you do need to delegate? What boundaries do you want to create with your time so you can focus on the strategic issues, not just the tactical issues?

7. Trying to be like the last leader. We put a lot of pressure on ourselves when we try to fashion our approaches and movements like someone else. In what ways are you unique? What makes you completely different than the last leader? How do you own this and communicate this?

These are just seven areas of many more which may pose challenges. What would you say is on your top five list of challenges as a new team leader?


Have a great weekend,
Jennifer
Jennifer Britton – Potentials Realized 
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder 
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development.
Pick up a copy of Volume 1 of the Weekly Journaling Prompts in a digital format. Print it out and take it with you for some inspiration and writing on the go! Available at the Potentials Realized Store.
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#TEAMS365 #2027 – FlashbackFriday: Leadership Practice - Feedback

7/19/2019

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​This week’s Flashback Friday takes us back to the 2017 series entitled “Leadership Practices”. Given that this time of year often involves planning, I wanted to take us back to our focus on feedback.

Here’s what I wrote in Teams365 #1296: 

Leadership Practice – Feedback

One of the areas many team leaders struggle with is providing feedback. Sometimes feedback has not been well modeled to us, or we may not operate in a feedback culture. Creating the context of regular feedback  - both positive and constructive – can be an important shift in changing the way people work and interact. When feedback is sparse we may inadvertently create a culture where team members move below the radar line, and people are afraid to take risks. When we create a culture where feedback is offered on a regular basis – both positively and constructively – we are often able to take more risks and try things out in an iterative fashion.

Several keys for providing feedback include:
​
Make feedback regular. In moving to a feedback culture we want to make sure that we are providing feedback to our team members in both positive and constructive ways. Poor performance, or performance that is not meeting the mark should not be a surprise at formal performance evaluation moments.

Leaders alone may not be the only ones providing feedback. Building the capacity within our team to provide peer feedback can support a shift to an overall feedback culture. In building the capacity within team members to provide feedback we want to make sure that we train people in providing feedback. It can be useful to start with comments like “ I see one of your strengths as…..” or “I appreciate it when you….”. Constructive feedback from the perspective of “one thing you might want to try is…..” or “one are you may want to focus on is….”.

Be sure that in providing feedback you are speaking to observable behaviors not personality issues. A major trap in feedback is that we attribute poor performance not to things we see, but to heresay or assumptions.  It is important to provide feedback on things we have seen ourselves.

Practice giving feedback in authentic ways. When feedback cultures are not established it can feel awkward to provide feedback and it may not be modeled in different voices. Providing team members with the opportunity to provide feedback using a framework mentioned in the last point, may start to build the muscle and confidence around feedback, along with a common framework with different voices.


As you think about feedback for the year, what do you notice?
​
Enjoy,
Jennifer
Jennifer Britton – Potentials Realized 
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder 
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development.
Pick up a copy of Volume 1 of the Weekly Journaling Prompts in a digital format. Print it out and take it with you for some inspiration and writing on the go! Available at the Potentials Realized Store.
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#TEAMS365 #1987: PlanDoTrack In Focus: Listening Skills for Remote Team Members and Leaders

6/9/2019

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​It’s Sunday and time to borrow from the PlanDoTrack blog. Earlier this week I shared this week’s Effective Virtual Conversations tip around honing listening. I recently shared this blog post over at the PlanDoTrack site. 

Here’s what I wrote about listening for Virtual and Remote Teams:
​
Last week I focused on the first of three coaching skills which can be important to equip all virtual and remote team members with. While these are often considered “coaching skills for leaders” in the virtual and remote environment, building this capacity in our virtual team can enhance productivity, peer support and results.
​
Last week I explored GOALS. This week let us look at listening.
​
Communication occurs in many channels in the virtual space – from conversations by phone, to texts, to email and IM (Instant Messaging).

Each one has its advantages and disadvantages.

Research shows that a significant portion of our understanding comes from tone, which is lost when we lean into digital channels of communication – text, email and IM. This can lead to a lot of misunderstandings, misinterpretations and lack of clarity.

Our listening can be heavily influenced by a number of factors:
  • Distractions (what we have on our plate, not reading things fully)
  • Our relationship with the sender (what do we know about their context, their intent, their focus and priorities)
  • Our understanding of the topic
  • Thinking about what we want to say, rather than listening for what is really being said

When we are able to meet for voice conversations, we may hear the tone, if we are listening for it. Adding on visual cues – like streaming for a meeting instead of just using the phone – can add additional layers on to the conversation. Being able to share our screen and work together real-time can also help us understand the full context.

What are the things that are helping and hindering your virtual conversations?
Are distractions getting in the way? How are you using all the tools you have available?  What are you doing to increase your understanding of other’s context and priorities?

There are many more tools and ideas available for virtual teams in these various resources from me:
  • Part 3 of my 2017 book, Effective Virtual Conversations, focuses on virtual team development, meetings and communication. 
  • Check out the posts related to Coaching Skills and Virtual and Remote Teams over at the Teams365 blog.

Let me know how I can support your virtual team development. From virtual retreat facilitation, to offering virtual team coaching services, we specialize in virtual team support.  

Best wishes,
​Jennifer
Jennifer Britton – Potentials Realized 
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder 
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development.
Pick up a copy of Volume 1 of the Weekly Journaling Prompts in a digital format. Print it out and take it with you for some inspiration and writing on the go! Available at the Potentials Realized Store.
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#TEAMS365 #1985 - #FLASHBACKFRIDAY: Preparing For the Feedback Conversation

6/7/2019

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​This week’s flashback Friday takes us to preparing for the feedback conversation. When feedback is unplanned or unscheduled things can go awry. Even taking a few minutes on a regular basis to review your team members performance, can be a useful habit to get into. Providing feedback on a regular basis is a best practice of leadership today.

Check out Teams365 1252 Preparing for the Feedback Conversation. This is useful for both the person giving and the person receiving the feedback.

Here’s what I wrote in Teams365 #1252:
Today's post takes us to the realm of feedback, an area I often find myself working with teams around. The performance conversation should not be a one-off conversation. In fact, it should be an on-going dialogue (two-way) between staff and their leader. 

​Taking time to prepare for the feedback conversation is an essential step in the process, and it is often one that is overlooked. It's important to take some time to think about the performance conversation, rather than just winging it.

​Some things to do when you are starting to prepare for any feedback conversation is:

​Make sure that you have solid items to talk about. What are the facts? What is hearsay? What have you seen yourself? If you realize that you don't have a lot to share, this is a flag to make some changes so that next time you do.

​What are the key goals which are important to discuss? Another challenge in the feedback conversation is that the team leader may be focusing on different things than the employee. What are the key goals which are important to discuss? Are these aligned?

How have you set the employee up for success in scheduling this meeting? Performance conversations should be a two-way process. What have you done to set the employee up for success? Have you asked them to consider any questions prior to meeting? Have you invited them to do a self-assessment? When was the last time the two of you sat down to explore performance issues? Nothing raised in an annual review should be a surprize.

​Dedicate time and space for the performance conversation and preparation. Even though many of us feel we need to run from task to task, feedback and performance conversations should not be left as a low item priority. Make sure you are dedicating time and space for not only holding the performance conversation, but also preparing for it.

​
​What other tips do you have for preparing for the performance conversation?

Enjoy the conversations!
​Jennifer
Jennifer Britton – Potentials Realized 
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder 
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development.
Pick up a copy of Volume 1 of the Weekly Journaling Prompts in a digital format. Print it out and take it with you for some inspiration and writing on the go! Available at the Potentials Realized Store.
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#TEAMS365 #1932 – Effective Virtual Conversations Tip 89 – Always have a back up

4/15/2019

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This week’s Effective Virtual Conversations tip gets us thinking about what often is the norm, not the outlier- when technology happens. In a virtual setting a core practice is to “always have a back up”. Technology will break down.
Having a back-up is important on many levels. It may include:
  • Having another line/service in case your preferred service breaks down
  • Communicating to the group what to do in the event of tech failure (i.e. should they try to call in again, and then switch to another platform OR should they look to email to find instructions)
  • Having a list of all contacts for the call – this could include email addresses and phone numbers along with your class list
  • Having a back-up computer/laptop in case your system goes down (or decides to update)
  • Having a back up copy of your presentation loaded to the cloud and/or USB key
  • Having a back up copy of your material (print)
 
Remaining calm and moving into contingency mode is key when facing a tech issue. Before anything happens work through your own list of what you will do and write it down. Have these items in a location which you will naturally “go to” in the event of a break-down.

What else is important for you to note around having a back up?
​
With best wishes,
Jennifer
Jennifer Britton – Potentials Realized 
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2018) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder 
Now available – PlanDoTrack Workbook and Planner - Order a copy today on Amazon
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development).

Check out the new 19 Tips for Productivity On-Demand Course. If this is your year to get things moving, check it out now. Join Jenn for bi-weekly live group calls until July. $129 US. Learn more and enroll here.
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#TEAMS365 #1687: Systems Check - mid -August

8/14/2018

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It’s mid-way through August which is always an interesting month. For some, it’s the last gasp of summer and families are hitting the road, and offices are half open. In some other areas, it’s back to work.

I thought it would be fitting to dedicate today’s blog post to a mid-month systems check. These are all things you might consider doing, and also sharing, with your team.

This includes:
  • One-on-ones and coaching conversations – when was the last time you checked in with each team member?
  • Team meetings – when was the last time you held a team meeting? What’s scheduled? What’s working with team meetings? What changes are needed?
  • Financials - Are all expenses and invoices complete? If budget season is around the corner, what do you want to note, or pull together?
  • Reporting - What is the status of reporting? What’s due? What’s over-due? What do you need to review?
  • Projects - Where are projects in terms of completion? Resourcing? Impact? Results? Stakeholder engagement?
  • Communication -  What items need to be communicated?
  • Peer relationships – when was the last time you spent time with your peers? What do you want to schedule?
  • Relationships with your boss – when did you last spend time meeting, and updating, your boss? Are you in alignment around projects and priorities for the rest of the year? What do they need from you? What do you need from them? What does the team need?
  • Administrative – What administrative systems are working? What’s not? What needs attention?
  • Personal Productivity and time management – What do you need to DO? DEFER? DELEGATE? DUMP?

What other systems, or areas, could use attention?

Enjoy this mid-month stock-taking!
Jennifer
Jennifer Britton
Potentials Realized | Effective Virtual Conversations |  Coaching Team Leaders  
We provide team and leadership development support through coaching, consulting and training services
Author of Effective Virtual Conversations (2017) 
Email: info@potentialsrealized.com
(416)996-8326
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#TEams365 #1461: A Look Back to 2017 at the Teams365 Blog

12/31/2017

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Stepping into the final day of 2017 I want to say a big thank you. Thank you for joining me here at the Teams365 blog, and/or through our Potentials Realized program. It's been another abundant year of business and we couldn't do that without your support and/or referrals. I look forward to continuing the conversation as we step into our fifth year of the blog, and our next year of business.

As we look back to 2017, it's been another full year here at the Teams365 blog. As the fourth year of the blog comes to a close, I thought it would be fitting to take a look back at the range of different topics I covered. Most of these were inspired by real-time coaching, training and consulting work happening with teams. Which topics were most relevant for you and your team? Which ones were you able to put into practice?

​In addition to our weekly team building tips (Thursdays), Effective Virtual Conversations tips (Monday), weekend videos, and FlashbackFridaysHere's what we covered this year. I hope that you'll take a look back at them again:

​January -  Goal Setting, Team Development Activities. Read them here.
February - Collaboration, Building Virtual Relationships, Trust. Read them here.
March - Virtual Teams, Global Teams, Coaching and conversations. Read them here.
April - Teamwork Skills. Read these posts here.
May - Virtual Teams, Virtual Meetings, Virtual Teamwork. Read these posts here.
​June - One-on-ones. Read these posts here.
​July - Leadership Practices (Llistening, Mentoring, Questions, Delegation) - Read them here.
​August - Leadership Practices. Read them here.
September - Back to Work Routines, Habits, Peer Coaching. Read them here.
​October - the 20 Activities for Your Virtual and Remote Teams. Read them here.
​November - More 20 Activities for Your Virtual and Remote Teams. Read them here.
December - Year end reflections and the wrap up of the 20 Activities for Virtual and Remote teams. Read them here.

​I hope that you've enjoyed the blog posts as much as I have enjoyed sharing them this year. Stay tuned for the 2018 Kickstart Your Year - 8 Days of Posts around Planning and Reflection which will start tomorrow. We'll then launch back into posts around Goals, Trust, Teamwork, Leadership, Virtual Conversations and more. Enjoy!

​With best wishes,
​Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon or order a signed copy here.

​
Effective Virtual Conversations (Book Signed by Author)
$
35.00    
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#TEams365 #1382: #FlashbackFriday: Feedback

10/13/2017

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One of the recent themes I have been focusing on here at the Teams365 blog is how do you foster more trust in teams so that you can have more innovation in the light of disruption, and as you will see in tomorrow's weekend quote, you can encourage more risk taking. These activities pre-suppose that teams are comfortable in giving feedback to each other. I've done a number of posts in the past about providing better feedback and what's important about it. I'll also be stepping into a number of team engagements later this month on providing feedback, so I wanted to revisit this again.

Here's what I wrote in #Teams365 #1296: Leadership Practice - Feedback:

eadership Practice – Feedback
One of the areas many team leaders struggle with is providing feedback. Sometimes feedback has not been well modelled to us, or we may not operate in a feedback culture. Creating the context of regular feedback  - both positive and constructive – can be an important shift in changing the way people work and interact. When feedback is sparse we may inadvertently create a culture where team members move below the radar line, and people are afraid to take risks. When we create a culture where feedback is offered on a regular basis – both positively and constructively – we are often able to take more risks and try things out in an iterative fashion.

Several keys for providing feedback include:
Make feedback regular. In moving to a feedback culture we want to make sure that we are providing feedback to our team members in both positive and constructive ways. Poor performance, or performance that is not meeting the mark should not be a surprise at formal performance evaluation moments.

Leaders alone may not be the only ones providing feedback. Building the capacity within our team to provide peer feedback can support a shift to an overall feedback culture. In building the capacity within team members to provide feedback we want to make sure that we train people in providing feedback. It can be useful to start with comments like “ I see one of your strengths as…..” or “I appreciate it when you….”. Constructive feedback from the perspective of “one thing you might want to try is…..” or “one are you may want to focus on is….”.

Be sure that in providing feedback you are speaking to observable behaviors not personality issues. A major trap in feedback is that we attribute poor performance not to things we see, but to heresay or assumptions.  It is important to provide feedback on things we have seen ourselves.

Practice giving feedback in authentic ways. When feedback cultures are not established it can feel awkward to provide feedback and it may not be modeled in different voices. Providing team members with the opportunity to provide feedback using a framework mentioned in the last point, may start to build the muscle and confidence around feedback, along with a common framework with different voices.

For more posts on feedback, check out these past Teams365 posts;
Teams365 #525:  Three Keys for Providing Effective Feedback. Read it here
Teams365 #1252: Preparing for the Feedback Conversation. Click here to view it: http://www.potentialsrealized.com/teams-365-blog/teams365-1252-preparing-for-the-feedback-conversation

You may also want to check out the Foundations of Feedback series I did last year in 2016.

This Friday’s post will provide an overview on 4 Essentials with Feedback: http://www.potentialsrealized.com/teams-365-blog/teams365-398-four-essentials-with-feedback

****************************************************
What is important for your team to explore right now around feedback:
- How to give feedback?
- How to prepare to receive feedback?
- Sharing how you want to receive feedback?

Best wishes,
Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon. You can also purchase a copy direct from our site, signed by me!
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#Teams365 #1338: Leadership Practice - Collaboration

8/30/2017

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One of our final leadership practice posts is on fostering collaboration. The ability to work across differences and help others to do so is an essential skill set for today’s business context.

As a leader, fostering collaboration may involve you focusing in on these five areas:
Boosting Trust - Collaboration flourishes when trust levels are high. If trust levels are low, it may be important to start in building trust as part of your team development process.
Knowing each other – knowing each others’ strengths and abilities is a foundation of building a high performing team. We know that teams which excel usually are complimentary in nature and are able to leverage their strengths.
Understanding styles - we each have different styles in terms of communication, decision making, navigating conflict. The ability to navigate conflict in a proactive way is important for teams to learn how to work across differences, and leverage the diverse perspectives which may exist for the team.
Relationship Development – Our ability to build relationships across the team and outside of the team is important for teams of all types today. What are the core relationships you want to foster?
Roles – Understanding roles, who is doing what, who is responsible for what, and how the pieces fit together is important for collaboration

What are areas which will support your team in boosting collaboration?

Take a look at past posts I have written about collaboration here.


Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​You can grab a copy of my new book, Effective Virtual Conversations, at Amazon. You can also purchase a copy direct from our site, signed by me!
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#Teams365 #1337: Leadership Practice - Peer Coaching

8/29/2017

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Fostering strong team connections where team members can take turns to lead and offer their expertise to others on the team is essential in today’s VUCA (Volatile, Uncertain, Complex and Ambiguous) environment. Helping team members improve their coaching skills with each other is an important part of creating a more collaborative environment.

Several of the core skills we want to cultivate in moving to a peer coaching environment are:
Questioning – the ability to ask open ended questions which will hep the other person widen their knowledge, explore options, gain clarity or create assumptions. In boosting our questioning skills it is also important to consider Are you leaving enough time for the person to reflect and then respond?

Designing the conversation – helping peers be in dialogue around what they want to purpose and outcome of the conversation to be is important This could include asking questions such as:
What do you want as an outcome for this conversation?
What would be most helpful to you? To brainstorm? Be asked questions? Consider solutions? Other?

Listening – Being able to listen deeply is important. The ability to listen on multiple levels is key to peer coaching. Listening around
One of the biggest stretch areas for peers is learning not to give advice but lead from questioning and listening

A starting point for peers to experiment with their sills is dedicating 20 – 30 minutes a mot to peer coaching conversations. Pair team members and have them bring a current business challenge or opportunity which they want to explore. Give them one to two minutes to outline what that is to their partner and then provide 7  minutes to coach and then one minute to identify specific next action steps. Rotate to the next person.

Peer coaching can be done virtually with virtual teams as well, using breakouts or separate calls between the session. Consider how you could integrate peer coaching into your upcoming conversations and team development

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​You can grab a copy of my new book, Effective Virtual Conversations, at Amazon. You can also purchase a copy direct from our site, signed by me!
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    Jennifer Britton - Known for her writing and work in the areas of remote and virtual teamwork, leadership, team and group coaching, Jenn is the founder of Potentials Realized, and a former team leader with global organizations including the UN. She is passionate about helping teams and organizations to do their best work. Potentials Realized is a performance improvement company providing training, coaching and facilitation services. We specialize in support to virtual teams, remote work, and virtual facilitation, in addition to our award-winning coaching  and program design services.

    Visit our on-demand courses for team leaders and team members here.

    All blog posts are Copyright 2014-2022.  Jennifer Britton, All Rights Reserved.


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