For today’s post I thought it would be interesting to reach back to a 2017 focus on Peer Coaching, which is just as relevant as it was when I originally wrote this post. Take a look at Teams #1337, Leadership Practice, here - https://www.potentialsrealized.com/teams-365-blog/teams365-1337-leadership-practice-peer-coaching
Consider the following;
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.
What role can peer coaching play right now or you as an organization? In what areas is it important to build capability?
Enjoy the conversation!
Jennifer
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
Check out my TEDx talk
https://www.ted.com/talks/jennifer_britton_virtual_remote_and_hybrid_checklist_aug_2021
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
Amazon Link: https://www.amazon.com/Reconnecting-Workspaces-Pathways-Thrive-Virtual/dp/0993791557
Consider the following;
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.
What role can peer coaching play right now or you as an organization? In what areas is it important to build capability?
Enjoy the conversation!
Jennifer
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
Check out my TEDx talk
https://www.ted.com/talks/jennifer_britton_virtual_remote_and_hybrid_checklist_aug_2021
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
Amazon Link: https://www.amazon.com/Reconnecting-Workspaces-Pathways-Thrive-Virtual/dp/0993791557
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