Pressure is increasing on traditional organizations to transform by moving away from old hierarchical structures towards more self-management in order to respond to nimble and agile entrepreneurial ventures and start-ups. In order for organizations to succeed in such transformations we need to know more about how radically self-managing organizations function, and what makes employees thrive and struggle in such settings. In this paper, we delve into an innovative peer coaching system used by Nitor, a self-managing digital engineering company, which challenges the mainstream belief how profitable companies should be organized and managed. In our study we explore the key characteristics of this peer coaching system, the mechanisms through which it enables employee proactivity and well-being, the key organizational outcomes and the challenges of successfully implementing it. The study suggests that peer coaching is especially helpful in self-managing firms as it is able to replace some of the key roles that middle management plays in traditional organizations.

传统组织面临越来越大的压力，要求他们从旧的等级结构转向更多的自我管理，以应对灵活敏捷的创业企业和初创企业。为了让组织在这样的转型中取得成功，我们需要更多地了解自我管理组织如何从根本上发挥作用，以及是什么让员工在这样的环境中茁壮成长和奋斗。在本文中，我们深入研究了 Nitor（一家自我管理的数字工程公司）使用的创新同伴辅导系统，它挑战了如何组织和管理盈利公司的主流观念。在我们的研究中，我们探讨了这种同伴辅导系统的关键特征，它使员工积极主动和幸福的机制，关键的组织成果和成功实施的挑战。该研究表明，同行辅导对自我管理的公司特别有帮助，因为它能够取代中层管理人员在传统组织中扮演的一些关键角色。