As work pressures mount on individuals in organizations, they are faced with mental challenges and face myriad issues in the workplace and need some good unbiased advice? The person who can help them best may be someone they already know well – YOU.
Some organizations are looking at this as an opportunity where they can help the larger workforce deal with the problems being faced by lending a helping hand using the power of coaching. In one of the organizations I used to work for earlier, there was a clear cut approach towards developing coaches and individuals who demonstrated a high level of Emotional Quotient and Social Quotient were asked to take on informal coaching roles. In a sense it was a win-win situation as the individual and the organization benefited using the coaching model.
Coaching by peers is a model where colleagues offer each other advice about issues each one is facing in the workplace. These could be issues around teaming, around dealing with performance problems, around dealing with individual challenges etc.
There are no real ground rules of peer coaching and may vary but they typically revolve around a few pointers (not the C++ kind). Some pointers:
The coaches can be individuals who are trustworthy to the individual concerned but are level headed in terms of the perspective they bring and are normally colleagues.
The coaching or mentoring advice given is straightforward, clear and candid.
The coach offers holistic advice that benefits the larger organization and does not take sides, that is, advice around doing what is best for the team rather than the individual.
Coaches act on good faith and believe in doing the right thing and can be extremely candid.
So, how does this all apply to you – The Future IT leader?
Peer coaching is a great opportunity for individuals to increase their sphere of influence and to be able to start to demonstrate their capabilities around EQ and people management. The winning aspect around this is the ability to influence your colleagues and to build your profile around demonstrating leadership traits which you posses.
What do you need to do to become a trusted coach?
Become a trusted resource
Peer coaching differs from typical people manager in the sense that it is a peer based model, all are equals and perspective is candid and trustworthy. It is not like executive coaching where external individuals work on a time based, outcome based model. In peer coaching, the only criteria for the coaching model is to help ensure your colleague to be successful.
This is really not a new or creative model but one that has the potential to ensure building a collaborative and cohesive workplace.
Secure the base with a basic approach
Use a very simple approach towards helping your colleague out. Always keep in mind that your duty is to keep it simple and see how you can help the individual out. Make sure you ensure that your colleague feels safe and secure and also does not feel threatened.
Simplicity is the name of the game. Do not try to do bite off more than you can chew, so make sure you can handle what you are getting into. Ensure that the coaching session does not become a griping session or a free for all complaining session.
Peer coaching may not be an option for all of us, but it is certainly one way to ensure on the job training for individuals who aspire for senior leadership roles within their company. You get experience giving advice, but more importantly you get into the habit of absorbing advice and deciding the pros and cons of implementing it. Making hard choices distinguishes good leaders from the pack and this is an aspect where IT leaders and aspiring leaders can get practical experience in.
Key aspects to Remember for Being a Success in the Peer Coaching Model:
- Let go of past baggage and do not encourage discussions or conversations around what happened or could have happened.
- Sincerely avoid criticism and judgment. It is very easy to pass the blame or analyze in retrospect. When you are coaching or getting coached by your peer, you will hear straight, candid feedback and it requires extreme courage, integrity and humility to admit past mistakes.
- The only aspect to look at is to ensure that we move on past the current issue and redress it holistically. There is no point in over analysis. So look for a way out and work on it diligently in the coaching process.
- Focus on the positive while knowing that it is easy to focus on the negative. Help each other look at the good news in information gained from your coaching experience.
- Balance the conversation between providing good and constructive feedback
And Finally, have a great time doing it , since this experience will give you so much insight into dealing with colleagues at the workplace and this will be an invaluable opportunity in developing your emotional and social quotient.
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