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Outline their needs

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Acknowledgement & Intro

Needs and Concerns

Course Overview

What we need from you

Selection

-Matching

Feedback

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Do they feel supported in giving their time to coaching?

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Has the coaching you have received improved the confidence and competence in your role - Why/Why not?

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Matching coaches to peers by personality v availability

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Matching coaches to peers by personality v availability

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Research shows trust in people with low or variable confidence or competence is developed faster when coachees get to select the person who coaches them. Often led by the mistaken belief that people they believe are "like them" (internal bias) will be better matches. This relates to empathy...this person is more likely to know my needs. This is not always possible and while it is the responsibility of the Peer Coach to develop their EQ and put the participants beliefs, needs at the centre of the development experience this is a skill that can only be developed over time. So ultimately the more developed EQ of managers is relied on to make the inital match if coachees cannot.

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Selection of candidates. Currently we propose EOI with criteria to be met to include

1. SME's (individuals with a zero-error rate on the task being coached/tutored)

2. Demonstrated characteristics of patience and empathy

3. Have completed 10+ hrs of coaching/tutoring others

4. Produced lower error rate post coaching in the requested support area

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Ensure the participants are fully supported - Coach and Coachee

Nominations for TL unsuccessful to develop