8 Creds - Leadership

peer coaching coaching for behavioral change I am really excited about this concept of peer coaching in fact I think peer coaching is the way of the future for coaching why well number one everybody in the world cannot afford or should get a fancy outside executive coach number two managers are getting more and more pressure to be great coaches here’s the problem while they’re getting more and more pressure to be great coaches they’re getting more and more numbers in terms of direct reports more and more expectations in terms of work done they’re putting in 60 80 hours a week sometimes with 1020 direct reports how much coaching are they really going to do what I love about peer coaching is everybody is a coach everybody has a coach everybody coaches one person everybody gets coached by one person it makes it a whole lot more reasonable now how does the peer coaching process work in terms of coaching for behavioral change real simple if I’m your peer coach what I’ll ask you to do pick one important area for behavioral change let’s say it’s listening and I pick an area let’s say it’s recognition what do I encourage you to do something called feed-forward I encourage you to talk to each one of your key stakeholders could be direct reports could be peers could be managers on a regular basis and if you’re working on listening you know what you’re saying I want to be a better listener give me some ideas for the future don’t ask for feedback about the past practice feed-forward ask for ideas for the future don’t judge or critique ideas just listen don’t promise to do everything just say I’m going to listen do what I can can’t promise to do everything just going to listen and do what I can encourage input once a month meet with your peer coach once a month meet with your peer coach and say here’s what I’m working on here’s the input I’m getting here’s what I’m learning mister miss peer coach can give me ideas to make sure I execute then what does the peer coach do positive supportive gives you ideas to help you execute helps you follow up helps you build in the process then you repeat reverse the rules the other person says here’s what I said I was working on recognition here’s what I’m learning give me ideas to make sure I keep executing back on the job what have we found about our peer coaching number one the results have been spectacular so far we’ve done research I have two PhD students working on this in terms of their dissertations results have been spectacularly good when does peer coaching fail guilt and shame key rules to make the process work don’t make the other person feel guilty don’t make the other person feel ashamed if the person’s done nothing for a month you know what just say it’s okay let’s try for next month that’s okay let’s try for next month if you make the person feel guilty in a shame they quit if you’re positive and supportive they continue don’t give them negative feedback about the past they haven’t done much don’t beat them up for it they’ve already admitted to haven’t done much anyway they probably figured that out do give them positive feedback for the future things are getting better say that’s fantastic give them reinforcement positive support encouragement the role your plane is a peer coach is facilitator supporter encourage ur not judge you’re not critic for words to make peer coaching work help more judge less your job is to help that person get better in the future not judge what they’ve done wrong in the past if you follow up on this process as I’ve described it you will get just as good a results as you’ll get hiring some fancy executive coach and what else I love about this process this is something that’s scalable to thousands of thousands of people you

2 Steps

• Watch Video
• Answer Question