Welcome to Strong Leaders = Greater Impact Pam and Amy introduce themselves We are trained peer coaching facilitators Pam first Overview of how we met, our peer coaching group experiences and background. I am a consultant to nonprofit organizations, community groups and government agencies. I’m also a certified emotional intelligence coach. Developed a PC circles program for the WWLN A group currently Snohomish county. Incorporate strengths and EQ in my PC group process. EQ is how we use emotional information about ourselves to manage challenges, develop ourselves and our grow our relationships for effectiveness. This is me in my early consulting years. When I had my first inkling of wanting to help others develop professionally. We’re showing our authentic selves here – authenticity is what makes Peer Coaching so effective Authentic leadership: why it’s so important and how PC can connect to our values. I have seen this in my participants (the aha effect)
This quote represents what many describe as the true value of the peer coaching process. Peer coaching is a great way to gain support for your internal journey in the work you do From the insightful questions that your circle members ask you, you will tap into your self and build your adaptive capacity – for those times when you’re facing a complex problem or need to make changes, where there isn’t a clear technical solution and you’re not sure what to do. We also like this quote because it reinforces the premise that leadership is a process, not a position or title. In the book Coaching Skills for Nonprofit Leaders, the authors tell us that this process lives anywhere, at anytime, in any group or organization. This is what you’ll learn in peer coaching and it starts with leading self.
This model is from the same book Coaching Skills for Nonprofit Managers. It helps to illustrate research on current trends in leadership development by CCL, GEO, which says vertical LD development is most effective. This refers to the growth stages that you progress through in relation to how you make sense of your world. vs trying to apply a theory or skill. Study also cited the top two most important skills needed for leadership are adaptability and self-awareness. This is what you’ll gain with peer coaching.
Exercise #1 Get into pairs with someone you don’t know (?) Recap – what was this like for you? (1 minute). Suggest studying the Guidelines for Engaged Listening later on own time. Segue way to next exercise: share how this next exercise helps you notice what skills for inquiry you have already for Peer Coaching. (1 minute)
Coaching is about asking insightful questions based on the other person’s needs. It requires active listening – which is listening for understanding. You’ll also learn skills of: inquiry and reflection. Research shows that one habit of highly effective leaders is they take time to reflect. Another thing we know from research on transformational leadership is that effective leaders ask and inspire vs. command and control
A process that includes these key components with learning at the center. Today you will get to experience each of these. In your peer coaching circle you will learn foundational coaching skills. Coaching is recognized as a key transformational leadership tools. Another thing we know from research on transformational leadership is that effective leaders ask and inspire vs. command and control
Peer Coaching Circles can form with of any type of role – not just for leadership
This is the Peer Coaching Circle structure for the peer coaching circle. The process we use was developed by Carter McNamara of Authenticity Consulting, who has a 20+ year record of great results. Meeting 3-4 hours monthly depending on number of participants 5-8 individuals. Commit to a minimum of six months so members can develop comfort, trust and accountability. Held either in person or virtually Circles are led by a facilitator trained by the founder of this model. Facilitator helps members clarify their goals and develop coaching questions Learning happening inside and outside the circle Circle format: Be sure to hold up Quick Ref. card. A brief guide and coaching tool Opening (5-10 minutes) to check in and share resources Ground rules and values Members coach each other (20-30 minutes per member depending of group size) Includes equal time slots per member Update members on their prior action items Member shares goal, which is a current challenge or opportunity Each member receives help from others via coaching questions, which you’ll see in action later in this session. Sets realistic action steps to take before next meeting Closing – members document and announce learning and actions steps. Evaluation of circle – rating 1 to 5. What they may have done to make it a 5.
At the heart of the peer coaching process is action learning. Action learning has been used worldwide for 60+ years by many corporations including: Microsoft, 3M, GE, Blue Cross Essentially: it’s working on work This reinforces the 10, 20, 70 concept of professional development that says: 10% from training and education 20% from ongoing relationships 70% on the job Action learning captures the 70% - it working on work, which is what you do in your peer coaching group. CCL Model: The model builds on research showing that human beings retain information most effectively when they gain it in a practical context. Learning is even more powerful when the lessons of experience are reinforced through informal discussion with people who have performed similar work. Marshall Goldsmith – leadership author, pioneer of the 360 evaluation tool and noted for helping leaders achieve lasting positive change said: “emerging leaders develop new leadership capability when their learning is linked to real business impact. Development that maximizes this type of learning is called action leering.”
Peer Coaching was a very helpful, enriching experience for me. It gave me the perspective of other executive directors in similarly-sized non-profit organizations about what our responsibilities are and how to be effective in carrying them out. I feel stronger and more confident, as a result, in knowing what I should be doing and the options I have in going about my work. Greg Falk, Executive Director, The Arc of Spokane, Spokane, WA Peer Group Coaching has provided me a space to connect with other leaders, gain valuable feedback and resources and confidence to find strategic solutions to challenges. I now have an engaged board, productive staff with high morale and we are making important strides toward our fundraising goals. Jane Hinton, Executive Director, Powerful Voices, Seattle, WA
These are outcomes from peer coaching groups that Pam conducted for the United Ways of Washington CEOs. 18 of 29 members responded. Walla Walla Leaders Network outcomes included: 74% said participation in my circle has helped me to gain greater self-awareness (emotional awareness; accurate self-assessment; self-confidence ). N=8 and clarity about my strengths.
There are many benefit to participating in a peer coaching circle We will hear from our panel how they really benefitted from peer coaching. Two more benefits: In a 2008 study published by the Academy of Management on Developing Sustainable Leaders Through Coaching and Compassion. The researchers report that when you are helping others via coaching and you care about the other’s development, you’re exercising compassion, which studies show activates the Para Sympathetic Nervous System and is an antidote to the harmful physical and emotional effects of stress. And, this can build your emotional intelligence and resilience. Resilience: We’ll hear at lunch from Andrew talking about how things bounce back. I like to think of resilience as the ability to bounce forward.
The last item is perhaps the most important as nonprofits move into the future.
Why reflection is so important. Final exercise and something for you to reflect on.
NP industry trends: Supporting leadership development is a key strategy identified in report so that leaders can learn the skills to collaborate. “We use coaching for our grantees because we know it strengthens the leaders ability to achieve stronger program outcomes.” Funder who specifically focuses on capacity building. Paul Beaudet, Wilburforce Foundation
Strong leaders = greater impact
How peer coaching builds leadership through active
listening, inquiry, action and reflection
“The most difficult
struggles and the most
important victories are
usually those that
individuals win over
themselves. By better
understanding oneself, one
becomes a more effective
Leadership Lessons and Competencies:
Learning from the Kellogg National
Source: Coaching Skills for Nonprofit Managers and Leaders. Judith Wilson & Michelle Gislason. CompassPoint Nonprofit Services. 2010
What is coaching?
“Unlocking a person’s potential to maximize their own
performance. It’s helping them learn rather than
What is Peer Group Coaching?
Peer circle types
Tenure (early career 1-2 years; Mid-career
2-8 years; Senior executives and directors
Type of position
People in career transition
"The Peer Coaching experience
has had huge value for our
Karen Rhodes, Microsoft’s Global Program Manager of Leadership Development
Leaders are saying…
“I am a better leader because of Peer Coaching. It is
a bold statement, but one I hold as true in my heart.
If I had to choose one concept that backs this, it
would be that Peer Coaching taught me to be
curious, to ask pivotal questions so others can come
to their own solutions rather than having all the
answers. That is a definition of
empowerment....when someone finds their own
solution, they own it and they lead.”
Miriam Barnett, Executive Director, YWCA Pierce County, Tacoma, WA
skills establishing &
experienced new and
United Ways of Washington
CEO Peer Coaching Project
85% enhanced selfexperienced
empowerment & assertiveness
Benefits to all circles members
Gain foundational coaching skills
Receive individualized attention to your challenge
Your real-life issues are addressed
Practicing interpersonal skills development,
communication, coaching, feedback, inquiry
Focused reflection time
Demonstration of leadership
(from Marshall Goldsmith)
Personal development plan
Reduce isolation among leaders
Time for innovative thinking!!!
Enable leaders to give and receive ideas
Share successful practices
Encourage reflective practice
More cohesive organizational culture
Accelerate leadership development
Establish collaborative capacity
“Nonprofits need time and space to explore the
power of collective action, foster new connections,
build and grow partnerships. Funders also should
consider how to help grantees develop the skills,
the mindset, and the work habits that enable
people and organizations to collaborate
Working Better Together ,GEO, September 2013
"It's not the answer that
enlightens, but the
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