Peer Coaching in Wellbeing

Peer coaching is also becoming more popular in organizations that intend to develop a stronger coaching culture. It encourages small groups to coach each other. This removes the need for an external resource and encourages the peer group to coach collaboratively. Peer coaching requires that all members of the peer group are trained and capable as coaches, that the peer group are empowered to take time to meet, and that they are comfortable coaching each other.

Those employees planning to participate in peer coaching should be equipped with skills to be effective in their role as coach. They do need to learn what coaching is (and isn’t) and some of the core skills that make for an effective coach. Encouraging peer coaching to take place is a positive step, but you also have to be prepared to cover the workload to allow the time for coaching to happen without creating greater pressures for the participant. Check in regularly with the participants for their informal feedback about the process, the effectiveness of the coaches and to get a sense of the difference their coaching may be having on their work, their challenges and their relationships.

By implementing a peer coaching approach in your organization, you are demonstrating to employees that you support their development, and building trust, empathy and collaboration among colleagues. The intention should be to provide an opportunity to employees, enabling them to seek support from their peers.