Peer coaching micro-learning 1
Reflection, definition and application
Components of this Let's get real learning experience
There are three components to this Let's get real learning experience:
- A reflective self check-in.
- A definition of peer coaching, including the role of the peer coach, the difference between coaching and mentoring, and the introduction of the ubiquity of a coaching mindset.
- A simple application task – maybe identifying and appropriate peer coachee.
Reflection
- Begin with a reflective checking-in, or simple mindfulness practice.
- Be aware of the energy and focus you are bringing to this learning.
- Reflect on the learning itself: why are you completing this learning? What do you hope to achieve?
- Acknowledge to yourself that the peer coaching process requires you to activate your self awareness prior to having a peer coaching conversation.
Peer coaching definition
Peer coaching is a process by which two or more health professionals work together using a coaching mindset and tools for a number of purposes. These purposes might be problem solving, reflecting on practice, sharing ideas, and building new skills.
The need for peer coaching was a core finding in the 2023 Let's get real leadership research. Peer coaching uses skills most leaders already have and assembles into an approach that is strengths-based, confidential and supportive.
Read the article below on the power of peer coaching. If you have trouble accessing the article, please contact retina.rimal@tepou.co.nz.
By asking for support from others and creating a safe place for exploration, you’ll build foundational skills for all future personal and organizational growth. - HBR
Peer coaching shares many similarities with, but is different from, mentoring or supervision. The distinction is made here to support you in using a coaching approach.
Application
The coaching model and mindset that you will discover in this process can be used in many different situations and with different people. In fact a coaching mindset is a useful mindset for leaders to adopt most of the time. To practice this mindset and the simple questioning and listening tools you will learn is best done through practicing with someone else. They don’t need to be enrolled as well if they don’t wish to be, they just need to be willing to have some coaching conversations with you.
Your first task is to identify someone with whom you can practice some coaching techniques.
And that's micro-learning 1, done!
Reflect on this first micro-learning throughout the next day before you move on to micro-learning 2 for peer coaching.
