Expectations are critical to developing a peer coaching program. The expectations of the leaders must be clear as well as the expectations of the participants.
Skills must be taught. The coaching experience differs than a consulting experience. Questions are vital to coaching. Rather than to tell participants how to solve their problem coaches ask powerful questions so that the client can create their own solutions and answers.
Inquiry over Advocacy. Yes, in a coaching engagement the coach is an advocate; however, she empowers the clients to own the experience with inquiry.
Trust and Respect. The coaching engagement is confidential. It is a safe place for people to discuss and brainstorm issues they have.
Probing Questions. Probing questions are simple questions. Here are a few examples:
- “You said….have you ever thought of…?”
- “What might the next step be?”
- “Are there other strategies you might use to…?”
A peer coaching program can be beneficial to the organization and the employees. Want to learn more? Give me a call or shoot me an email so that we can schedule a time to explore if a peer coaching program is right for you and your organization.