The Surprising
Power of Peer
Coaching
Brenda Steinberg and Michael
D. Watkins
April 14, 2021

Agenda
Details about Topic: Peer coaching &Process
Framework
Introduction
Different kind of benefits with surprising
powers and qualities.
Benefits
Conclusion

Introduction
According to the American Society
of Talent Development (ATD), “Peer
coaching is a process by which
professionals, managers, and
executives, who may or may not
work together, come together and
form a trusting environment to help
one another in supporting and
facilitating self-directed learning. In
the peer coaching process, each
person alternates between playing
the role of peer coach and peer
client.

Peer is an accountability partner who encourages and coaches another person
to produce high-quality work and maintain to their personality goals.
Coaching has a clear value for leaders as a support to a leadership
development programmed.
Provides a strong support system between members of a leadership
develop program and also increase confidence and resilience.
Helps broaden understanding of functions and organizational business
issues and strengthen relationships across the organization
Enhances leadership skills for the participants by creating innovative
solutions through questioning and discovery
Peer
Coaching

The structure for their peer coaching process
includes the following framework:
From the 30 participants, small groups of six to eight “peers”
are formed to be the “accountability group” throughout the
program.
The “peers” in each group come from various departments of
the organization, and typically are the same
level of leader.
Once a month, the group gathers to explore leadership training
and they plan to utilize and apply professional development
resources.
Each group has an external coach, primarily serving as a
facilitator of the discussion. One of the methods used by the
coach is the “mastermind” technique, helping the peers learn
the practices to effectively support each other.

The surprising
power of peer
coaching
Given a choice between working one-on-one with an
executive coach or working with a group of peers in a
facilitated coaching process.
Surely, it is better to have an experienced coach's undivided
attention rather than relying on social interaction to promote
your development.

The benefits of small group coaching came from the powerful
learning interaction among leaders who are not in the same
team but are roughly equal in experience and position in the
process can generate in leadership development impact, that
wouldn’t be available otherwise
Benefits

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We’ve found this happens because the process provides the following
benefits.
A robust
accountability
system
An enduring support network
Nurturing a climate of trust
and support
Having a collaborative
attitude
Immersion in real-time group
dynamics
Insight into diverse
perspectives
Opportunities to practice new
skills in a safe space
Being generous
&
Taking risks
Listening actively
&
Providing direct
feedback

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Group coaching can allow for
immersion in real-time group dynamic –
something that’s is limited when
coaching an individual.
Immersion in real-time group dynamics
Identifying commonalities and differences
will help you better understand your
strengths and the impact of your blind
spots.
Insight into diverse perspectives
Opportunities to practice new skills in a safe
space.
Many of skills will directly relate to your learning
objectives, and you’ll become better at coaching,
motivating, and developing people.

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A robust accountability system
By openly sharing your goals and
action plans and having regular
check-ins, other group members
will hold you accountable.
An enduring support network
The ultimate goal of small-group
coaching is to achieve the highest
possible levels of individual and
group learning.
Additionally, many leaders, having
experienced the group’s deep
bonding, will work to create greater
connectedness both at work and in
their personal lives.

Living Sports Healthy Life
Nurturing a climate of trust and support
A sense of psychological safety allows group
members (including you!) to feel comfortable
revealing doubts and weaknesses and sharing
perspectives with total honesty.
Having a collaborative attitude
The goal is to support each other
by providing constructive feedback
and advice without being cynical or
judgmental.
Listening actively
Group members should be each other’s thinking
partners, giving accurate information about
others. In these ways, they demonstrate that they
value others’ skills and judgment

Living Sports Healthy Life
Being generous
They should be handled through
appropriate expressions of
understanding and exploration.
Taking risks
To create learning, you’ll need to be
vulnerable in exploring your challenges
and in summoning the courage to
question others on sensitive issues and
give direct feedback.
Providing direct feedback
Group members must be open to
seeing themselves from others’
perspectives.

Conclusion
With benefits, we are seeing increased use of coaching in the
organizations today.
By bringing people together who have no formal accountability
to or interactions with each other, you can create deep
learning.
An emerging trend – beyond the single coach – is that of peer
coaching.
When determining which method to use, consider the “power
of the peers”.

Thank You