Why I love Peer Coaching Circles

I first experienced Peer Coaching Circles about four years ago, and I was hooked. The non-hierarchical nature of the space, co-created by all participants, creates a kind of magic where learning and good stuff happen. Peer coaching circles are becoming a popular way for organisations to develop their employees and leaders collaboratively. So, this newsletter takes a deep dive into what they're all about and how you can apply them.

What's a peer coaching circle?

A peer coaching circle is a structured, collaborative learning experience in which a small group of colleagues regularly support each other's development. Typically consisting of five or six participants, circles create a safe and confidential space for participants to share challenges, explore solutions, and receive feedback from their peers. They’re spaces where deep listening and diverse perspectives come together. Participants focus on their own goals and co-create a supportive environment. Peer coaching circles are also a deep dive into group dynamics and a great way to practice co-creating safe learning spaces.

How do they work?

As a group coach, I lead peer coaching circles, group coaching, and team coaching, and the learning never stops. Every group teaches me something new. However, groups can also self-organise and run themselves; plenty of free resources exist to get started.

Checkout the Leanin.org free Circles resources for companies or groups of women leaders to start or join circles worldwide.

The group decides the circle's overall goal and duration of the circle. One scenario is peer circles for new managers to support each other on their leadership development journey over 12 months. Curated resources like TEDTalks, Podcasts, or books may be available for reflection between the sessions. Contracting is critical regarding how the circle works for psychological safety. Examples of contracting are agreeing to share the mic, not talking over anyone, speaking from the "I' and not on behalf of others, curiosity, non-judgement and self-care.

In the typically monthly sessions, participants can take turns being the ‘coachee’ while others act as coaches, asking powerful questions, actively listening, and helping the coachee think about new possibilities. This rotation ensures that everyone can give and receive coaching, fostering a sense of equality and mutual support within the group.

How are they different from traditional employee training?

75% of employees report that conventional training is not enough to learn and apply. McKinsey

You get to work on real issues happening for you in that moment, making the learning experience immediately applicable. There are no PowerPoint presentations—yeh! ?? The group focuses on personal growth, skill development, problem-solving, reflection, and experiments in between the monthly sessions.

How can peer coaching circles be used?

In so many ways! Examples include:

1. Leadership development
2. Onboarding new employees
3. Cross-functional collaboration
4. Specific initiatives like women in tech programmes, new managers, etc.
5. Career development
6. Change management
7. Skill-specific development
8. Remote Teams

? What are some benefits?

Mentorship

Circles allow participants to share and explore new ideas and practice skills together. Participants gain valuable insights and expertise from their peers, making this experience as beneficial as traditional mentor-mentee relationships. Furthermore, those involved in circles are more likely to offer mentorship to their colleagues.

Shared learning journey with peers

Circles are based on shared experiences from first-time managers to senior women leaders and everything in between. A common experience is the feeling of not being alone and learning how others handle similar challenges or opportunities.

Support Network

One of the most significant benefits of peer coaching circles is their opportunity to build strong, supportive relationships among peers. As colleagues share their challenges and successes, they develop a deeper understanding and empathy for one another. Participants can relate to each other’s experiences and challenges, offering different perspectives and support.

Accountability

Peer coaching circles provide a built-in accountability mechanism. Regular check-ins during circle sessions help keep everyone on track and motivated to achieve their objectives.

Diverse perspectives

Peer coaching circles expose participants to diverse perspectives by bringing together individuals from different backgrounds, departments, or levels within the organisation.

Accessible

You can run via Zoom or in person.

Interested in finding out more

Find out more about my Peer Coaching Circles and read our latest blog by our resident writer Fern Beauchamp which takes a deep dive into this.

About me

I've enjoyed 30 years as a tech leader working with amazing teams and building awesome products. My experience includes multiple director positions, program management, product management, culture change, DEI, leadership, agile transformations, and employee development programs.

Company leaders have extraordinary power to influence the changes our world needs. In 2022, I founded Kinkajou Limited, a UK-based global Leadership Development and Coaching Consultancy, to tackle these issues head-on. We're on a mission to impact thousands of leaders, their teams, and their organisations.