Let’s say you have a team of sales engineers. Your greatest team member, Kevin, a real star, is winning deals largely by writing dynamic proposals. Ron, on the other hand, has terrible writing skills. He just can’t think of the things to say. Ron would rather tinker around on his computer. He’s into technology and not much else. Pair them up as peer coaches. Kevin’s role would be to coach Ron in how to compose brilliant sales proposals. Ron, on the other hand, can make those proposals have greater impact through the creation of tables and graphics. This graphic functionality is something that Kevin has never explored. Ron teaches Kevin how to format proposals more attractively, and both of them feel that they are making a contribution. Peer coaching makes accepting tutelage from Kevin easier for Ron. He retains his dignity, and resentment doesn’t get a foothold. And there are additional benefits:

• Peer coaching is believed to be the most effective form of learning in the workplace. Think of all the things you’ve learned in your career
from helpful coworkers who sat with you and said, “Here’s how to do
this.” Everybody wins.

• Peer coaching is the truest team builder of all. Most team-building
efforts use non-work-related activities: ropes courses, outdoor games, bowling, or just social events. Peer coaching allows team members to interact in different ways and collaborate in a more intentional and work-related way.

• Peer coaching aids in acknowledging all team members for their varied strengths

• Make the great employee the team leader. In some cases, acknowledging up front that the great employee has a different role takes some of the ongoing sting out. Dotted-line leaders always have a harder time getting support than officially designated leaders.

Taken From: 201 Ways to Turn Any Employee Into a STAR Performer