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Monthly ritual · Seen at Google

Peer Coaching Hour

Pair colleagues as peer coaches who meet for an hour, using simple coaching questions to help each other think through a real challenge — no advice-giving.

Why it matters

Coaching is often reserved for senior leaders. Google’s peer-coaching programme shows it can scale: trained employee volunteers coaching each other, with the vast majority of people reporting more confidence afterwards — and coaches building skills too.

How to run it

  1. Pair people across teams — never with their own manager.
  2. The coachee brings one real challenge.
  3. The coach asks, rather than advises. Useful questions: What's really at the heart of this for you? What's a strength you have that could help here? What have you already tried? What will you do next?
  4. End with one commitment from the coachee.
  5. Swap roles at the next session, and keep everything confidential.

See also the GROW Coaching Conversation for a simple structure.

Watch out for

  • Turning coaching into advice-giving
  • Pairing people with their own manager
  • Breaking confidentiality

When not to use it

For performance problems or mental-health crises — those need managers or professionals.

Sources

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