In a quick, non-scientific poll I conducted, a large majority of working professionals I spoke with had never heard of Peer Coaching. And if they had, they had never used it, or knew how it was implemented. Although I would like to say it’s the new, latest trend, peer coaching isn’t new at all. In fact, it was in the early 80’s that peer coaching was introduced as a tool for personal and professional development.

So what is it exactly? Peer coaching is a feedback-based collaborative learning process that aims at positive interdependence. Coaching in its many forms (executive, life, etc.) has been proven to be an effective tool to help people along life’s many challenges. Peer coaching is analogous in that aspect since it aims to achieve that same goal, but also helps build stronger relationships with your peers in the process. The peer coaching process is meant to be reciprocal. Both parties have a dual responsibility in being a coach and a coachee.
Practical application of this would be to set up a time/schedule (e.g., once a week for 1 hour) to discuss the issues, goals, or tasks that you may currently have. The following week, the coach/coachee role would switch and participants would then work on the other’s developmental needs. Remember that this is a non-judgmental, non-evasive approach at goal setting and professional development. Trust, accountability, and confidentiality are three main factors that will make your peer coaching relationship flourish. This may be the secret recipe to your future success.
Here’s why your organization (or yourself) should REALLY take a look at implementing peer coaching:

• It’s effective. Real, true behavioral change has been proven in organizations that utilize peer coaching. There are no gimmicks with this approach; if implemented correctly and sustained, it is a great tool for development.
• It’s free. Although executive coaching has its place, not many of us can afford coaches and most organizations won’t have the resources to supply everyone with a coach. Peer coaching is a free coaching experience that is results-based and is grounded in the interaction with people you know and trust.
• It’s an easy process to implement. Set up a recurring time and place within your organization to meet and discuss your current goals. This might be a perfect place to discuss your performance management goals or individual development plan (IDP) that your manager has set for you. If your organization isn’t ready for you to use working hours to implement this, than a 1 hour lunch break will work perfectly. It will probably be the most effective lunch hour you will have that week!

Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com