Seven tips to make peer-coaching effective

Formalising supportive relationships between colleagues by setting up peer-coaching arrangements can be an effective way to tackle work-related stress, says an occupational psychologist
24th October 2016, 3:14pm

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Seven tips to make peer-coaching effective

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My research has shown that people experiencing work-related stress are often reluctant to ask their managers for help for fear of seeming weak and unable to cope.

They may be more comfortable talking to colleagues, who understand the daily realities of teaching. There is evidence that formalising support by setting up a peer-coaching relationship can be a really effective way to help people make changes in their lives.

In peer coaching, two co-workers of equal status meet regularly to discuss experiences and options to solve work-related problems. Teachers might find it useful to tackle the key issues that often underpin stress, such as improving time management, setting boundaries between work and personal life, and coping with change.

It is a reciprocal relationship - each partner spends an equal amount of time as the ‘coach’ and as the ‘coachee’. Some pairs choose to swap halfway through each meeting, while others prefer to do alternate sessions.

Face-to-face meetings are helpful, particularly in the early stages of a peer coaching relationship, but Skype and phone sessions can also be effective. 

If you would like to set up a peer-coaching relationship, here are a few points to get you started:

  1. The most important elements of a peer coaching relationship are an open mind, a non-judgemental attitude, mutual respect and trust. Remember that what happens in the coaching session stays in the coaching session!
     
  2. The coachee should be willing to change. Use your coach as a sounding board - they can offer their perspective on your situation and give you feedback on your goals, but it is vital to come up with your own solutions. When setting goals for action, it can be particularly useful to identify potential stumbling blocks and consider how they may be resolved.
     
  3. The coach needs to be a good listener and create a safe space for the other person to share their concerns and ideas. Ask open rather than closed questions ─ this will encourage your partner to explore new possibilities. Above all, resist the temptation to tell them what you think they should do. 
     
  4. Avoid getting derailed. A peer coaching session is not a cosy chat with a workmate, or a mutual moaning session about work.  It is fine to let off some steam, but keep focused on the key issues if you want the relationship to be productive.
     
  5. Even a brief coaching session can be effective. Start off with 30 minutes and then work out the timing that is best for you and your partner. At the end of each session, schedule the next one to help you sustain momentum.
     
  6. Remember that peer coaching is not counselling - it is designed to help people generate solutions to solve work-related problems and help them work towards their goals rather than deal with serious issues such as depression.
     
  7. Finally, it is useful to dedicate some time in each peer coaching session to celebrating success. We tend to focus much more on our perceived failures and personal shortcomings than on things that went well. Talking to your partner about the times that you felt your “best self” will help build your self-confidence and develop a more optimistic outlook that can improve your wellbeing.

Gail Kinman is a professor of occupational psychology at the University of Bedfordshire and a chartered psychologist with the British Psychological Society​. 

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