What comes to mind when you think about coaching? Perhaps it’s that image of someone on the sidelines of a football pitch, clipboard in hand, shouting instructions and encouragement (or the opposites) as players execute their drills. Or maybe it’s someone sitting with a client in a cozy space, helping them identify their goals and map out a path to personal fulfillment.
Coaching often brings to mind a dynamic where those with more skills, expertise, or experience guide others with less or, in some cases, without. However, coaching doesn’t necessarily require such a traditional hierarchy of an expert guiding a novice. And this is where peer coaching enters the scene.
What Is Peer Coaching?
Peer coaching is a learning and development process where two or more colleagues (which would then be peer coaching groups) at a similar level and without authority over one another come together to support each other in their professional growth.
Unlike traditional top-down coaching methods, peer coaching is a two-way street—both parties learn and grow together, which creates a dynamic and collaborative experience.
As humans, we are inherently social creatures. We see peers as equals who share similar challenges, experiences, and perspectives. When we feel “related” to someone, trust and mutual understanding are built. This is incredibly paramount in peer coaching relationships as not only do all parties work towards, more often than not, similar goals, but they are quite likely to face challenges that can be better navigated with peer(s) they can confide in rather than on their own.
In peer coaching, colleagues often:
- Share experiences and insights to provide mutual learning opportunities
- Offer constructive feedback to help identify strengths and areas for improvement
- Act as sounding boards for brainstorming and problem-solving
- Hold each other accountable for achieving personal and professional goals
Peer Coaching vs Peer Mentoring
So, how is this different from peer mentoring, you may ask?
Although peer coaching and peer mentoring both involve support and knowledge-sharing between colleagues, they differ in focus and structure.
Peer coaching is a collaborative, two-way process where colleagues work together towards their own yet similar goals. This could look like, for example, two new hires in sales fact-checking each other’s understanding of products or services, practicing sales pitches, and giving sales calls feedback—almost like a buddy system.
Peer mentoring, on the other hand, typically involves a more experienced colleague guiding a less experienced one. Think of it as mentorship without formal control or authority. This might look like a midweight sales rep helping a newbie navigate CRM in their first couple of months. (If you want to dig deeper, we’ve laid out everything you need to know about peer mentoring here.)
The following are examples of career goals that you can set for your work life and professional development. It is important to think of these goals as guides only and make sure your goals align with your own career path.
We find this TEDx Talk on peer coaching by Kate Power very useful in differentiating peer coaching from training and mentoring.
What Makes Great Peer Coaches?
Great peer coaches are less about having all the answers and more about helping others discover their potential. They are guides, sounding boards, and motivators who facilitate learning and growth through trust, collaboration, and encouragement. While no two peer coaches are exactly alike, the best ones share these common traits.
- They are empathetic — Empathy allows us to truly understand and relate to the feelings, experiences, and challenges of others.
- They are active listeners — Active listening should be a soft skill that everyone, not only peer coaches, should strive to master. This is when we give full attention to our peers, avoid interrupting, ask thoughtful questions, and reflect back key points to confirm understanding.
- They have a curious mind — Curiosity helps us to dig deeper, venture further, and encourage self-reflection. This doesn’t mean we should impose solutions, but to help others discover their own answers.
- They are patient and non-judgemental — Genuine growth takes time, and everyone needs to feel free and safe to share openly without fear of criticism. Remain calm, supportive, and focused on progress rather than perfection, even when your peers—or even yourself—struggle or make mistakes.
- They have a growth mindset — It’s natural for those who participate in peer coaching to value growth, not only of themselves but also of others. Good peer coaches actively encourage goal-setting, provide constructive feedback, and celebrate successes, all while modeling a growth mindset themselves.
What Are the Benefits of Peer Coaching?
Not only does peer coaching directly benefit the participating employees, but peer coaching also brings benefits to broader teams and organizations as a whole. Here’s why.
#1 Peer coaching allows individuals to reflect on each other’s challenges and successes.
Peer coaching can serve as a safe space for employees to openly discuss their experiences, challenges, and achievements at work. Through this reflective dialogue, employees gain valuable insights into their own and others’ approaches, which often leads to new perspectives on problem-solving and decision-making.
As we share and learn from each other’s experiences, we develop a deeper understanding of our own strengths, blind spots, and areas for growth. Not only does this process encourage us to continue to learn and practice self-awareness, but it also reinforces the idea that everyone, regardless of their role, has something valuable to contribute. This empowers everyone to celebrate successes and address challenges with more confidence—and less judgment.
#2 Peer coaching is less hierarchical and less pressured.
Unlike traditional coaching or mentoring relationships, peer coaching removes the pressure of hierarchy. Since both participants engage as equals, the dynamic becomes more collaborative and less intimidating. This egalitarian approach allows for openness so that we can share vulnerabilities, seek advice, and experiment with solutions without fear of judgment.
The absence of a power dynamic also makes the interaction more genuine, as all parties feel equally invested in each other’s growth. When pressure is reduced, there emerges a relaxed environment where ideas flow freely, which, in turn, leads to authentic discussions and stronger connections between peers.
#3 Peer coaching helps improve soft skills.
Peer coaching naturally helps employees enhance their soft skills, such as active listening, empathy, communication, and problem-solving. During peer coaching sessions, whether that’s either 1:1 or group coaching, individuals practice giving and receiving feedback constructively, which sharpens their ability to articulate thoughts clearly and respectfully. This way, they also learn to understand different perspectives, which further builds emotional intelligence (EQ) and adaptability. These soft skills are not only valuable for personal growth but are also essential workplace skills that make employees more effective collaborators and, if they wish, leaders.
#4 Peer coaching encourages mutual accountability.
In peer coaching, all parties are equally responsible for the success of the relationship. This mutual accountability ensures that everyone stays committed to their goals, actively participates in discussions, and follows through on the actions they agree upon. This dynamic also prompts regular progress tracking and honest feedback, as both individuals are invested in each other’s success. It also often translates into improved goal achievement and greater consistency in performance.
#5 Peer coaching strengthens collaboration and trust.
The collaborative nature of peer coaching can deepen a sense of trust between employees. Sharing our goals, challenges, and aspirations with other colleagues does require vulnerability to a certain extent. This way, we build rapport and develop a better understanding of each other’s strengths and perspectives. It lays a foundation for stronger teamwork and collaboration as we become more willing to seek help, share ideas, and take risks together.
What’s even better is that the bonds formed through peer coaching often extend beyond the sessions. It positively impacts how we work together in broader team settings, which, as a result, contributes to a healthier and more cohesive organizational culture.
#6 Peer coaching promotes knowledge sharing.
As we share expertise, lessons learned, and best practices with each other, this exchange of knowledge not only helps solve immediate challenges but also broadens our skill sets and understanding of different approaches.
Knowledge sharing in peer coaching is dynamic and reciprocal, meaning it allows all parties to learn from each other in real time. Over time, this process contributes to a culture of collective learning within teams and organizations. This way, valuable insights and skills are disseminated across the group rather than siloed with individuals.
#7 Peer coaching helps retain talents.
When employees feel supported in their personal and professional development, they are more likely to stay with an organization. These opportunities for growth—peer coaching included—help employees feel empowered and motivated. Case in point, 7 in 10 people say learning improves their sense of connection to their organization.
What Are Peer Coaching Activities?
So, what does a peer coaching session actually look like? Is it just two or more colleagues taking turns talking?
A peer coaching session typically begins with setting a clear focus, where all parties agree on the topic or challenge to explore. This is followed by a discussion phase, where the “coachee” shares their perspective while the “coach” listens actively and asks thought-provoking questions.
Now, there are peer coaching activities that you can use to facilitate the discussion and deepen each other’s understanding of what’s being discussed.
Here are the most common ones you might come across in peer coaching experience.
Role-Playing Scenarios
The coach acts out a situation in which the coachee wishes to explore challenges, develop skills, or gain perspective, for example:
- Dealing with difficult customers
- Resolving conflicts between team members
- Navigating ethical dilemma
This exercise allows the coachee to practice how to communicate effectively, view situations from different angles, and gain confidence. More importantly, it sparks creativity, uncovers blind spots, and helps prepare for future challenges.
“What If?” Scenarios
“What If?” scenarios use hypothetical questions to explore potential outcomes. This is when the coach guides the coachee through situations like:
- What if Plan A fails?
- What if resources double?
- What if a new competitor enters the market?
This exercise encourages strategic thinking, helps assess risks, and identifies new opportunities. It also builds resilience and equips the coachee to adapt to unexpected changes.
Empathy Exercises
Empathy exercises encourage the coachee to step into someone else’s shoes to understand their perspective, emotions, and motivations. As an example, the coachee might reflect on how their choices affect others or consider feedback from another’s viewpoint. This process enhances emotional intelligence, strengthens communication, improves collaboration, and enables the coachee to handle interpersonal challenges more effectively.
Shifting Perspective
This exercise pushes the coachee to view their challenge from a fresh angle. The coach may prompt them to:
- consider another stakeholder’s perspective
- brainstorm alternative solutions
- see the problem through a new lens
When perspective is shifted, it breaks mental barriers, inspires innovative ideas, and uncovers overlooked strategies.
Collaborative Storytelling
Collaborative storytelling prompts everyone to work together to create stories that explore their shared challenges or goals. They develop narratives that consider different paths, decisions, and outcomes.
For example, one peer begins by narrating a fictionalized version of a real challenge they are facing, setting the scene but leaving the ending unresolved. Then, the other peer continues the story, introducing new perspectives or creative solutions, and brings it to a positive conclusion.
Then, all parties discuss how the fictional elements mirror reality and brainstorm actionable steps based on the story. This creative process uncovers assumptions, strengthens emotional connections, and offers fresh insights.
Peer Coaching in the Workplace Examples
Onboarding new hires
What makes peer coaching so effective is its versatility. It can be applied to almost any scenario where employees benefit from guidance, shared learning, and mutual support. Here are 3 specific situations where the impact of peer coaching programs can be especially profound.
We have all been there… the first week at a new job, smiling and nodding as if we understand every word during training when, in fact, we have no clue what is actually going on but are too afraid to ask. Situations like this are exactly why peer to peer coaching exists.
As mentioned earlier, one of the benefits of peer coaching is its low-risk, low-pressure setting, which can be particularly useful for new employees whose confidence may still be developing as they adapt to their role and environment. Peer coaching allows them to ask questions, seek clarification, and practice new skills without fear of judgment. This way, they develop a stronger sense of belonging and competence early on in their journey.
Setting goals
We can set as many goals as we want, but when things get busy—and they will—it’s dangerously easy to put those goals on the back burner. This happens more often than we realize, especially with career goals that require extra time and effort beyond our daily responsibilities.
There’s absolutely nothing wrong with wanting someone, a peer perhaps, to keep you focused on your goals—and you, theirs. Peer coaching can be a game changer as it combines accountability with shared learning and encouragement.
Building and reinforcing new skills
Anyone can learn new skills, really. You can go over to LinkedIn Learning or Coursera right now, pick a course, and learn it. But the real challenge is to put the skill(s) you just newly acquired into action. Having a peer to embark on a journey of upskilling can make all the difference.
Together, you can motivate each other to overcome challenges, exchange perspectives, and ensure that the skills you are learning are not just theoretical but applied effectively. Shared growth is often more rewarding, and the collaborative experience can lead to deeper learning and stronger professional connections.
Launch Your Organization’s Peer Coaching Program Today!
The future of work is rapidly evolving, and employees’ expectations for professional development are changing with it. As LinkedIn’s 2024 Workplace Learning Report suggests, nearly half of organizations (47%) are recognizing the impact of career mentoring and coaching in retaining top talent. That leaves the question… what about your organization?
Employees seek environments where they feel valued, supported, and empowered to thrive, and not offering opportunities like peer coaching risks leaving your team disengaged and your organization behind.
Want to get started? MentorcliQ’s award-winning mentoring software can help you seamlessly integrate peer coaching into your learning and development strategy. Whether you want to create meaningful peer connections, track progress, or scale your program, MentorcliQ provides the tools you need to succeed.
Don’t just take our word for it—book a demo and see for yourself how our platform can help you deliver a successful peer coaching program and more!
