High Value Peer Coaching

Frequently, as consultants we learn from our clients. The General Manager of a European based company just a few years in the country asked me if we can do a series of training programs for their management committee almost 20 in number. She however posed to me a challenge: we wish the improvements to be documented as we want to share the results with our mother company.

Training cum Coaching

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So after the usual Training Needs Analysis, we developed the training curriculum. Each training program was to be conducted with a span of 4 weeks in between to allow time for participants to practice the lessons learned in the work place. After a month a combination of expert and peer coaching is held for half a day with the whole class attending to reinforce and recognize learning and even to emerge best practices. This process allowed us consultants to move into continuous improvement of learning sessions while the members of the management committee engaged in learning conversations where they emerge norms, shared experiences, built trust and encouraged team work.

Successful Business Results

In fact after a year, the General Manager gave the good news that with the program came, improved communication and collaboration with head office. On the second year the Head Office decided to expand in the Philippines their operations, building a new local plant. Understandably the group that has emerged as an empowered and productive team felt proud and rightfully so-- they did it by themselves with minimal guidance.

Peer Coaching

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Peer coaching can be defined as a process  where two or a group of professionals come together as colleagues work together to share and reflect on current management practices, expand, refine and deepen skills, share experiences and ideas, solve problems together and learn from each other's insights and experiments. After the training program, participants had 4 weeks to try and experiment with new behaviors in their own units. They kept a journal of their discoveries and learning.

Appreciative Inquiry

The first session was proactively facilitated by the consultant using the appreciative inquiry stages of discovery, dream, destiny and delivery. Sharing positive stories of applications of the leadership theories learned gave further lift to the positive atmosphere. Some of the participants were reticent and shy at the beginning then slowly they realized they have permission to share. The personality of the General Manager encouraged empowerment.

Documenting Peer Discussions

The peer coaching session them moved to dream and aspiration recognizing what they think is possible to improve in themselves and in the workplace. Then destiny looking at what should be then developing concrete plans. Documentation of the peer coaching sessions fulfilled the desire of headquarters leadership for clear evidence of success.

Coaching Norms

During the group peer coaching session, the collegial model was used with everyone being treated equally with “no ranks". The collegial model involves equals looking cooperatively to explore and practice their management skills. Its focus is not evaluating or judging but as a way for continuous improvement and personal and professional growth.  It was not considered as part of performance evaluation but on a trusting relationship among colleagues. Vital skills are asking powerful questions, observation, conservation and facilitation.

                                                         

Value of Coaching

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In statistics compiled by Dr. Bruce Joyce as shared in a " Staff Development Conference" she noted that " while 5% of learners will transfer a new skill into their practice as a result of theory, 25% will transfer a new skill into their practice with theory, demonstration and practice within training and feedback but 90% will transfer a new skill into their practice with theory, demonstration and practice within training, feedback and coaching".

Objectives

Aside from reinforcing training and creating a continuous improvement culture peer coaching could also facilitate and increase discussions among professionals and enhance collaboration.  It can also encourage reflective practice and learning. There are times when peer coaching is used as a problem solving vehicle and a forum for gathering opinions developing collaborative norms.

Clear Benefits

I have witnessed the clear benefits of organized peer coaching. We saw improvement in the achievements of the management team, enhancement of professional skills, greater understanding of best practices, stronger professional ties and a positive work climate.

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Leadership Commitment

Leadership support is vital to make Training cum Peer Coaching succeed. One, is for peers to be given permission to meet and funds for training. Two would be clear expectations from the interventions and a clear way of measuring the outcomes. Third is a climate of trusting relationships and support from leaders with a recognition of the value of training and coaching.

States of Mind

Finally, I like the states of mind of Garmston and Costa that contributes to successful peer coaching. These are efficacy, flexibility, craftsmanship, consciousness and interdependence.  Check yourself when you engage in peer coaching. Efficacy: do I know that I have the capacity to make a difference and am willing to do so? Flexibility: do I know that one has options to consider and is willing to acknowledge and demonstrate respect for diverse perspectives? Craftsmanship: do I seek precision, refinement and mastery? Consciousness: do I monitor my own values, intentions, thoughts and behaviors? Finally, interdependence: do I contribute to the common good and use group resources to enhance personal effectiveness.

In conclusion, why not combine training and peer coaching and be amazed by the results.

(Tita Datu Puangco is the CEO and President of Ancilla Enterprise Development Consulting, a major training and organization development company in the Philippines with an Asian reach. It specializes in enterprise transformation, executive coaching, corporate leadership and functional training, human resource systems, corporate academies, learning events and management of business training centers.  Visit Tita’s Blog at http://titatalkstraining.blogspot.com. For additional information please email author at tdpuangco@ancillaedc.com.ph or at tita.puangco@yahoo.com)