Coaching Skills for Peers: Extending InfluenceWritten by CMOE Development Team
Many people think of coaching solely as a management technique. Although coaching skills provide managers with means to get business results while creating solid relationships, value of coaching in other arenas is often overlooked. Utilizing coaching skills is also beneficial when cooperating and collaborating with others, developing influence within organization, and getting effective business results.
Peer coaching is not a new idea, but is not widely practiced. In fact, there are significant barriers to its effective use. In some organizations, “command-and-control” style of management is so entrenched that position power seems to be only lever available to get others to consider a request.
More and more, though, organizations are flattening out, abandoning a rigid hierarchy, and encouraging people to come together across boundaries, divisions, and departments to unite efforts and talents in ways that may not have been possible before. Eliminating territorial attitudes and interdepartmental rivalries, and encouraging teamwork provides for endless possibilities.
Peer coaching requires many of same coaching skills that managers utilize when coaching Representatives. However, peer coaching also demands a special sensitivity to relative situations. For example, a manager may address an issue directly: “John, I need to get some numbers from you on Simpson project.”
Do You Know How to Interview a Disabled Person? There’s more to it than you think.Written by G. Neil Corp.
You’re probably going to face this situation, sooner or later. As disabled individuals increasingly enter workplace, you’ll need to know what questions and statements are legally acceptable. Otherwise, you could face a major problem, because inappropriate comments and questions may prove costly to you and your business.
Did you know that Americans with Disabilities Act (ADA) specifies interview guidelines and specifically states which terms can be used and which should be avoided? It’s a fact. And it’s law.
Do: • Explain responsibilities of position • Ask about education, work experience, skills, licenses or certificates relevant to position • Provide reasonable accommodations during interview, if requested by applicant • Ask to demonstrate ability or skill only if everyone interviewed for opportunity is being asked to do so