Peer Coaching

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Why it works

Peer coaching, in which teachers support one another's growth through structured, reciprocal, non-evaluative processes (observing each other, reflecting together, problem-solving, sharing practice), is a powerful complement to coach-led and leader-led development: it leverages the expertise already in the building, distributes the work of growth, builds collaborative culture and trust, and is often less threatening than evaluative observation. Effective peer coaching requires structure (a clear process and focus, not just chatting), a non-evaluative, trusting stance (colleagues as equals, not judges), protected time, and often some training in observation and feedback. Leaders can foster peer coaching by setting it up well, protecting time, building the trust and skills it requires, and keeping it genuinely non-evaluative. It makes professional growth a shared, ongoing, collegial endeavor.

The research: Research on peer coaching.

The run-of-show

Choose your slot. The agenda, timings, and length update to match.

The core activity: set up effective peer coaching

Leaders leave with a structured, non-evaluative peer-coaching plan.

Give peer coaching a clear structure, process, and focus (not just chatting).
Keep it reciprocal and non-evaluative (colleagues as equals, no judgment).
Protect dedicated time.
Build the trust and observation/feedback skills it requires.

Growth as shared, collegial workPeer coaching, structured, reciprocal, non-evaluative support between colleagues, leverages in-building expertise and makes growth everyone's shared work. Set it up with structure, trust, and time.

Facilitator notes

Give it structure and focus, and keep it reciprocal and non-evaluative.
Protect time.
Build trust and skills.

Unstructured or evaluative peer coaching doesn't workPeer coaching without a clear process, or that feels evaluative, fizzles or threatens. Give it structure, keep it non-evaluative, protect time, and build trust and skills.

Adapt it

All leaders: the same.
All settings: structure, reciprocal and non-evaluative, protected time, trust and skills.

Participant handout

One page for every teacher. Print it, or save it as a PDF.

K12 Academics · Professional Learning

Peer Coaching: shared, collegial growth

Teachers learn from teachers: a clear structure and focus, reciprocal and non-evaluative, protected time, and trust.

The structure, process, and focus for peer coaching:
How I keep it reciprocal and non-evaluative:
How I protect dedicated time:
How I build the trust and skills it requires:
A first step to set up peer coaching:

Make it stick

Shared, collegial growth:

Set up effective peer coaching.
Keep it non-evaluative.
Bring a peer-coaching step to the leadership team.

Common questions

What is peer coaching?

Teachers supporting each other's growth through structured, reciprocal, non-evaluative processes, observing, reflecting, problem-solving together as equals. It leverages in-building expertise and distributes the work of growth.

How is it different from a coach or evaluation?

It is reciprocal (colleagues as equals, not a coach or evaluator), non-evaluative (no judgment or stakes), and often less threatening. It complements, not replaces, coach-led development.

What makes peer coaching work?

Structure (clear process and focus), a non-evaluative, trusting stance, protected time, and some skill in observation and feedback. Set up well, it makes growth a shared, collegial endeavor.