PEER Coach in Awareness & Action


PEER Coaching at workplace is proven for the following results:

1. Peers facilitate each other’s personal and professional growth & thus higher degree of collaboration

2. Measurable leadership growth in real-time, on real-life challenges

3. Higher levels of empathy and thus better interpersonal skills

4. Learn to treat feedback as a developmental tool & thus Improved perception of Feedback and its acceptability

5. Each One Gets to Coach and Gets a Coach

 

PEER Coaching at workplace follows the 5As model :

Awareness——>Acceptance——>Action——>Acknowledgement——>Achievement

<……………………………..Level 1……………………….………………>

<………………………………………………….…Level 2…………………..…………………………………………..………>

There are two Levels of PEER Coaching. These are :

Level 1 : Starting from Action to Acknowledgement to Achievement

Level 2 : Starting from Awareness to Achievement through Acceptance, Action and Acknowledgement

 

Level 1

At this level, the Leader has already identified an area of improvement:

  • Partners with a Peer Coach
  • Sets the area of improvement as a Goal
  • Explores the Reality of this Goal including how lack of it disempowers and the benefits of reaching this Goal
  • Empowers himself in identifying Options that will facilitate goal achievement
  • Reaches the goal by Working on a few options

Rationale: 70% of the leaders are aware of the areas of improvement and struggle only for support, accountability,

lack of discipline, distractions, measurement of progress and followup on actions. At this level the Peer Coach acts as

Peer Coaching in Action. The Peer Coach extends un- wavering support so that the Leader remains committed and

his morale remains high during the process of change.

 

Level 2

At this level, the Leader has not identified an area of improvement for two reasons:

1. Lack of feedback (from 360, behavioural interviews, performance reviews, others)

2. Low self awareness ( Not paid enough attention to leadership bottlenecks)

The Peer Coach at this level acts as Peer Coach in Awareness & Action. The Peer Coach does the following:

• Ask for Leader’s Self-assessment on areas of growth and improvement

• Reaches out to Leader’s stakeholders and asks feedback on “

– What are three things that the Leader is good at and enjoying?”

–  What are the few things he can do better?

(It’s recommended here that there are identified Leadership areas for which the feedback

is sought. Else, managing diverse feedback will get difficult to handle.)

• Based on feedback data, with the Leader, the Peer Coach identifies a few areas of improvement – shortlisting them and finally arriving at the ones that have far reaching impact.

• At the end of the process the Leader picks an area of improvement that he believes will bring out the best in him and is time-relevant.

  • Partners with a Peer Coach
  • Sets the area of improvement as a Goal
  • Explores the Reality of this Goal including how lack of it disempowers and the benefits of reaching this Goal
  • Empowers himself in identifying Options that will facilitate goal achievement
  • Reaches the goal by Working on a few options

Rationale: Peer Coaches as Leaders must know how to work with feedback objectively. Dealing with feedback is at the core of leadership development. The Peer Coach acts as Peer Coach in Awareness & Action and objectively seeks feedback and feedforward comments and presents to the Leader in a non-judgemental manner to facilitate the identification of goal and process of change.

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