The relationship between a manager and a direct report is important, but formal authority can skew how feedback is received and implemented. However, when peers share feedback and support in a trusting environment — a process called “peer coaching” — reception becomes easier and employees can grow and thrive.
According to Aaron Hurst, CEO and co-founder of the peer-coaching platform Imperative, “peer coaching is about two people helping each other validate and activate their own knowledge about themselves, which can help them in their work and daily lives.” Hurst adds that this method of coaching reduces stress and increases employee engagement.
Through honest feedback, peer coaching creates a bond and support system for professional development among colleagues. You can set your organization up for success by encouraging employees to empower each other.
Here’s how you can use this form of coaching to unlock your employees’ full potential.
Identifying Peers
Peers often have the same level of seniority, but this isn’t a strict rule for peer coaching. Instead, peers may be colleagues on the same team, or they could be from different departments, have different responsibilities, or even come from different levels of an organization’s hierarchy. Having a variety of experiences, perspectives, and skill sets will benefit all participants.
According to Hurst, the key to effective peer coaching is that “both participants feel that they are on equal footing with each other.” Therefore, avoid placing employees in coaching situations where there’s a power dynamic, such as that of a manager and a direct report.
While Hurst discusses peer coaching as a practice between two people, a peer group might make better sense for your organization. Determine what will work best for your employees, but consider starting small by placing employees in groups of three.
Facilitate Peer Coaching
As a leader, you may be wondering how to engage your employees in peer coaching. The initial setup is critical and should include helpful information and guidance. In “How to Get Your Team to Coach Each Other,” Stewart Friedman offers critical-thinking questions to fuel discussions. Share these questions with employees to facilitate productive sessions.
Have peer pairs or groups begin with general questions that emphasize stressors or challenges they may be facing. Next, have peers describe their personal strengths and weaknesses, being vulnerable with each other. Encourage the exploration of both personal and professional goals. Have peers share perspectives and ask each other questions for clarity and specifics.
Most importantly, you must budget time for peer coaching and encourage employees to participate. At first, allotting one hour per month should suffice. After a few months, evaluate how sessions are going and consider providing more time for employees to coach each other.
Leaders should also engage in coaching sessions with their own peers to set an example for their teams. Share with your team how the process is working for you. Include short segments in team meetings to discuss best practices and lessons learned.
Keep Moving Forward
At the CrossGroup, we emphasize that there’s no finish line when it comes to developing both our professional skills and our workplace relationships. We’re either moving forward or we’re making excuses for not doing so.
At the heart of peer coaching, we find encouragement, self-awareness, awareness of others, and support for future growth and development. By participating, we challenge and support each other and are reminded that we don’t have to go it alone — our peers can help.
While currently working remotely, we provide time for peer-coaching conversations during virtual seminars. The feedback we’ve received has affirmed that this approach to peer coaching is unique and powerful.
Here are the types of comments we regularly receive:
- “Though it was a bit awkward to share feedback, it was affirming.”
- “This session was the best in the series.”
- “I see my weaknesses, but the group helped me see my strengths.”
- “This was difficult in the beginning but flowed naturally as I saw that my colleagues really care about my growth and development.”
- “This was a profound boost to me personally.”
The conversations we have during peer coaching sessions relieve stress, increase our resilience, build important relationships, and enhance mutual accountability. Above all else, we keep each other moving forward.
Does your organization take advantage of all that peer coaching has to offer? Share your success stories in the comments below!
