The surprising power of peer coaching | Dinesh Soam

 


What do you mean by peer coaching?

It is a non-evaluative approach in which two or more colleagues collaborate on many elements of teaching, including examining instructional practices, designing lessons, expanding, or refining skills, and applying new tactics. Research says that more than 53% of employees learn more from peers. In peer coaching employees pair off for guided hour-long conversations in which they’re on equal footing. They can discuss a wide range of topics connected to developing critical skills.

So, peer coaching is a process that helps you reflect on current practices; expand, refine, and build new skills; share ideas; teach one another; conduct classroom research; or solve problems in the workplace. As a leader today I want to share with you the various benefits of the peer coaching process:

·       Immersion in real-time group dynamics - The coach does not witness you engage with others during one-on-one coaching. In actuality, the notion that the coach will get to know you better through individual coaching sessions does not stand up; their knowledge of you is restricted. If your goal is, for example, to engage with your team more successfully, both the coach and the group will see and feel the influence of your actions in the group.

·       Insight into diverse perspectives - Your group members will have varied personalities, experiences, and ambitions if the process is properly set up. They'll have different perspectives on the world, and you'll benefit from knowing what they're up against. By comparing yourself to others in your group, you will be able to obtain deeper insights. Identifying similarities and contrasts will assist you in better understanding your strengths and the impact of your blind spots.

·       Opportunities to practice new skills in a safe space - The small group is a great way to practice important leadership qualities including listening, being vulnerable, becoming comfortable with other people's perspectives and emotions, asking insightful questions, offering and receiving direct feedback, and assisting others in finding their own answers. Many of these abilities will be directly related to your learning goals, and you'll improve your coaching, inspiring, and leading capabilities.

·       An enduring support network – Since you spend enough time together, most coaching groups develop a foundation of openness and trust. Members of the group can provide both support and useful insight. These bonds are frequently maintained outside of the conventional small-group procedure and are not dependent on the coach. In addition, many leaders will try to foster more connections at work and in their personal lives after witnessing the group's profound bonding.

·       Nurturing a climate of trust and support - To create such an atmosphere, all members of the group must agree to keep everything confidential. A sense of psychological safety allows group members (including yourself!) to be completely honest about their doubts and faults.

·       Having a collaborative attitude - Rather than just pointing out others' flaws or shortcomings, group members must take responsibility for helping them better. Small-group coaching is not intended to be a vehicle for evaluation or competitiveness. Members of the group should aim to be cooperative, objective, and equitable. The idea is to provide constructive feedback and guidance to one another without being cynical or judgmental.

    ·       Listening actively - Members of the group should act as each other's thinking partners, providing factual information about one another's actions, asking pertinent and probing questions, and expressing their perspectives. They show that they value the abilities and judgment of others in this way. Be interested in what other people have to say about their experiences.

The process of small-group coaching can generate leadership development impacts that exceed what’s possible in one-on-one coaching. If you follow these guidelines, you’ll learn more about yourself and the organization you lead. Moreover, by asking for support from others and creating a safe place for exploration, you’ll build foundational skills for all future personal and organizational growth.

These are some of the considerable benefits of peer coaching. Unleash this potential now to achieve the highest possible levels of individual and group learning. Take action and connect with each other to close all skill gaps.

 

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