With a peer, a less direct approach is needed. Peer coaching requires asking questions, gaining an understanding of other person’s issues and viewpoints, and identifying areas of shared interest or concern. Peer coaching doesn’t necessarily involve quid pro quo – “I’ll do this, if you’ll do that.” But, peer coaching does involve identifying areas where one team member can be of assistance to another team member, or where combined efforts of team members provide most beneficial results.

As with all coaching skills, most important piece of peer coaching is listening to understand. Learning more about various priorities allows people to identify areas for collaboration, while strengthening relationships and seeing team members as valued individuals. A team member’s greatest untapped resource may be opportunity to reach across boundaries, combine strengths, and achieve personal goals as well as goals of organization.

Quick Tip

PEER COACHING REQUIRES:
• Seeing “big picture”
• Asking questions
• Understanding other person’s point of view
• Identifying areas of shared interest/concern

If you would like to read more information on coaching skills for peers, managers, and leaders, please visit CMOE or you can speak with one of our Regional Managers who will be able to answer your questions. You can reach us at (801) 569-3444.

Don’t: • Use terms or statements like "handicap" or "confined to a wheelchair" • Ask about a need for leave or attendance problems because of a disability • Make assumptions about limitations • Lessen expectations or standards • Ask specifically about a disability, such as how an individual became disabled • Ask about medications

Want to learn more? Become knowledgeable and don’t open your company up to an accusation of disability discrimination. G.Neil's Americans with Disabilities Act Kit gives you step-by-step compliance that’s simple, quick and affordable. It also has all documentation forms you’ll need to do it right first time – and every time!

E-newsletter—May 2005—www.gneil.com