Peer coaching and mentoring are powerful ways to enhance your learning and performance in training. They can help you gain new insights, feedback, support, and skills from your peers, who may have different perspectives, experiences, and backgrounds. But how can you make the most of these collaborative relationships? Here are some tips to help you get started.
Not every peer is a suitable coach or mentor for you. You need to find someone who has the skills, knowledge, or experience that you want to learn from, and who is willing to share them with you. You also need to have a good rapport, trust, and respect with your peer, and be able to communicate effectively. Look for peers who have similar goals, challenges, or interests as you, or who can offer a different viewpoint or approach.
One thing I've found useful is to seek response to a real life situation from peers Different backgrounds bring divergent views and some thing one can benefit from
Be selective in choosing your peers. Look for peers who help you achieve and maintain "positive" energy and avoid those who maintain "negative" energy that can drain you.
Before you start your peer coaching or mentoring sessions, you need to agree on some ground rules and expectations. For example, how often will you meet, how long will each session last, what format will you use, what topics will you cover, what feedback will you give and receive, and how will you measure your progress and outcomes? You also need to clarify your roles and responsibilities, and how you will handle any conflicts or issues that may arise.
Begin with the "end in mind" and always keep what that looks like in front of you. Keep a journal to both measure your progress and as a resource for reference as to what works, what could be improved upon without much difficulty, and what could be dispensed as as a barrier to progress.
Prior to the commencement of coaching assignment do sign NDA (non-disclosure agreement), setting the expectations right in the beginning is preferred. Coaching assignment are not stopwatch controlled where you upon entering start timing. It is an engagement where one builds trust as a coach and prepares the coachee to share without inhibition or fear of judgement. Ideally, the agreement should have the deliverables listed out but always remember my success has emanated from "under promising and over delivering". I share the summary of the meeting with the coachee including the tasks, if any, one is required to undertake prior to the next meeting within 24 hours of the meeting.
Peer coaching and mentoring require both parties to be prepared and engaged. You need to plan ahead for each session, and have a clear agenda, objectives, and questions. You also need to be open to learning, listening, and sharing, and be willing to give and receive constructive feedback. You should also follow up on any actions or commitments that you make, and review your results and achievements.
Planning ahead with clear objectives for mentoring or coaching sessions do not exclude being able to listen and recognize that a session may not always adhere to an agenda. A mentor or coach must be able to listen and realize that a session to be transformative has to nurture growth, and be able to go beyond a predetermined objective.
Understand ways your peer mentor is measured and how they can leverage coaching you into their own performance review. This ensures a win win relationship that is focused on mutual success in your respective career goals.
I do not steer conversation to desired outcomes, rather I leave the option with coachee to share reminding that what were supposed to discuss next. Many a times coachee goes through event which take priority and have a bearing on the performance of the coachee. As a coach it is my duty to help coachee navigate through these times so that one can focus on desired outcomes as discussed. Helping coachee to tackle immediate issues brings clarity, focus and in the long run builds trust which brings far greater rewards. Agree
There are many tools and techniques that you can use to enhance your peer coaching and mentoring sessions. For example, you can use the GROW model (Goal, Reality, Options, Will) to structure your conversations and help you identify and achieve your goals. You can also use the STAR method (Situation, Task, Action, Result) to share and reflect on your experiences and outcomes. You can also use online platforms, apps, or resources to facilitate your communication, collaboration, and learning.
I have found it helpful to create notes with dates following mentorship meetings. Over time you can use these notes to formulate success stories for yourself and your peers.
I have found it helpful to create a spreadsheet of goals and wins. List out goals you wish to accomplish with your mentor and include success stories/wins next to each goal. You always have a proven track record to look back upon and continue to build upon your skills and wins.
Peer coaching and mentoring are not one-time events, but ongoing processes. You need to seek regular feedback from your peer, and evaluate your own performance and learning. You should also look for ways to improve your coaching or mentoring skills, and address any gaps or challenges that you face. You can also seek feedback from other sources, such as your trainer, manager, or colleagues, to get a broader perspective and validation.
One thing I have found useful is keeping a journal of experiences and/or discoveries. Some examples: -"aha" moments that shed light on something positive about you that you discovered or someone has pointed out to you, -negative characteristics or traits that you want to improve upon, -Seeing how others have overcome challenges or barriers similar to what you may be experiencing, Anything that comes your way that can help you in your quest for self improvement and enlightenment.
Peer coaching and mentoring can be rewarding and enjoyable experiences, but they also require effort and commitment. You should celebrate and appreciate your achievements and progress, and recognize the value and contribution of your peer. You should also express your gratitude and appreciation to your peer, and acknowledge their support and guidance. You can also share your success stories and best practices with others, and inspire them to try peer coaching or mentoring.
The whole process is work. Being open, vulnerable, and humble will help you get the most from the process; on both sides of the equation.
Being a mentor brings a lot of wonderful benefits, so don't think of it as a chore! It can be an opportunity to see the world through fresh eyes and discover new ways of doing things. Just like in improv, the #1 skill you want to bring to the table is listening.