Peer Coaching – How it Can Create Top Leaders

Top performing businesses understand the value of peer coaching in developing leaders of the future.

It enables individuals to enhance their emotional intelligence levels while also developing well-honed business-relevant problem-solving skills.

Emotional intelligence in particular is something that is imperative to top leaders in today’s business environment. Bringing together groups of peers to learn from each other is a better way of developing emotional intelligence than traditional trainer led and online instruction. This is part of the power of peer coaching that progressive business leaders recognise. Taking a closer look helps us to understand this power and unveil the entire picture.

Why peer coaching?

Peer coaching is a format that is ideally suited to developing soft skills as it allows individuals to take a path of self-discovery. Sharing experiences with others who are taking a similar path enables the growth of skills such as empathy, flexibility, active listening, and problem-solving.

Peer coaching also allows professionals to develop a deeper understanding of various areas of the business through gaining the perspectives of others. This is essential for aspiring leaders who are looking to rise to the top of an organisation.

Roles and responsibilities in peer coaching

In order for peer coaching to be successful in an organisation, all stakeholders have to adhere to their roles and responsibilities.

Human Resources and Learning and Development

 Organisations that embrace peer coaching ensure that the Human Resources (HR)/Learning and Development (L&D) team establish the framework for the process. This includes aspects such as:

• Recommendations of the talent suitable to participate.
• Determination of the length of the program.
• Detailing the level of organisational support required.

HR/L&D also facilitate the process of peer coaching by helping groups of individuals to develop ground rules and suggesting topics for discussion.

Senior Management

Members of the senior management team choose individuals who are most suitable for this type of development. They also encourage them to participate fully and with an open mind. Senior leaders also enable peer coaching to take place within the organisation by ensuring sufficient allocation of time and resources.

Participants

Peer coaching programs only succeed if there is buy-in from participants. Therefore, those chosen to take part are expected to share their own perspectives as well as practicing their active listening and empathy. They are also expected to make use of their developing skills outside of the confines of the program, to advance projects within the organisation.

Benefits to the business of peer coaching

It’s clear that peer coaching works from the point of view of developing leaders, especially in the arena of soft skills. This in itself is a significant benefit to the organisation as new leaders emerge. In addition, organisations that recognise the importance of leadership development can create cost-effective programs by using peer coaching.

This happens because the investment of finances is minimal when compared with classroom based training or paying for online courses. Peer coaching groups are also usually able to sustain themselves quickly thereby releasing HR and L&D resources to be used on other essential business related activities.

Businesses that recognise these benefits understand that peer coaching is an efficient and cost-effective method of leadership development.

If you are a senior executive looking for a new role, register with us. If you are an employer looking to hire into your leadership team, contact us.