When leaders come together for peer coaching, they can adapt their learning to the context of the business and the situation they’re facing. This broadens leaders’ understanding of functions and business issues and helps them consider both the development of new skills and the environment in which they will be applied. This means that leaders’ encouragement and advice to one another are highly relevant, based on knowledge of what really works within their organisation.

Leadership can be isolating as leaders often face limits on what they can share with their teams. Peer coaching offers a remedy by creating a safe environment where leaders can express concerns, frustrations, and challenges. In addition, the cross-functional relationships formed often continue beyond the formal coaching period, creating a lasting support system that leaders can rely on to help them solve problems and achieve goals, positively impacting their wellbeing and resilience.

The trust and sense of community coaching groups generate help to break down organisational silos and accelerate collaboration. The platform of peer coaching allows leaders to exchange knowledge and new ideas and gain insight into diverse perspectives they may not have otherwise had access to, facilitating the real-time sharing of solutions and work practices that can be applied to improve organisational performance. It also wires learning and the capacity to continuously improve into the organisation's DNA through increased opportunities for leaders to listen, question, reflect, and problem-solve.

Group coaching multiplies the application of information and learning through leaders sharing takeaways, examples, and practical tips.  It also provides a vehicle to practice valuable leadership skills, including listening, being vulnerable, getting comfortable with others’ perspectives and emotions, asking insightful questions, giving and getting direct feedback, and helping people find their own solutions.

Group coaching creates a robust accountability system, given the focus on goals,  identifying actions, and regular progress check-ins.  Whether the leaders aim to be bolder, develop their strategic thinking skills, or emotionally connect with their team, coaching group members can provide feedback and input on how they are doing. The social forces operating within the group have a more powerful impact on awareness and behaviour change than if leaders focused on their development alone.