Here are some insights from leaders in the Intuit Leadership Development Organization about the importance of peer coaching relationships. I didn’t write about how to get started … but obviously we all know “peer coaching” happens all the time between close friends informally. I think it’s effective to make it formal … more to come.
What is peer coaching? (my crack at a definition) Peer coaching relationships are deep, personal connections you have with a few individuals (who face similar challenges as you do) with whom you can give and get earnest feedback.
As you read on below, think about … how important is it for me to formalize some peer coaching relationships?
Why is peer coaching important? More so than mentor-to-mentee relationships? Or leader-to-direct report relationships?
Note: Their responses are not exactly word-for-word, but I used their key phrases to piece together sentences.
Brooks Fisher: ex-Chief Marketing Officer, now Vice President of Learning and Development
Peer coaching is the bedrock for individual development. You can learn a ton from your peers … what’s working, what’s not. If you are regularly trying to meet with a leader, it’s like trying to create appointments with God. It’s important to get continuous feedback from individuals you trust. I’ve observed that the best people actively seek feedback from others.
Eric Hummel: Vice President of Leadership Development
Peer coaching is the a powerful way to accelerate an individual’s growth. I used to be a clinical psychology for 18 years, and I’ve seen proven research showing that this is true. I’ll try to find these articles for you sometime.
Felicia Gefvert: Senior Program Manager of Leadership Development
Peer coaching is build around the philosophy of learn-teach-learn. In other relationships, like a mentor/mentee relationship, it’s very one-way … one learner, one teacher. With peer coaching, both individuals are actively coaching and learning at the same time, so both sides get value and practice.
