Internal Coaching
Establishing a network of internal coaching
Developing an internal coaching network is the next logical step organizations can take for employee development. For this, the support and coordination of activities of top management is required to realize the organization’s strategic goals.
Internal coaching must be approached comprehensively and thoughtfully so that we cover all the key elements:
– Strategy and management support
– Selection of internal coaches
– Training of internal coaches
– Certification and continuous development
– Establishment of quality standards
– Connecting employees with internal coaches
– Measuring effects and setting clear KPIs
– Internal communication and community building
An internal coaching system is one of the investments from which the company can expect the greatest benefit. Namely, coaches are key to the continuous development of skills that benefit in real-time and can be implemented every day when new opportunities and challenges arise. Therefore, it makes sense to establish a measurement system in parallel, with the help of which we monitor the effectiveness of coaching interventions and the return on investment (ROI – Return on investment).
If you too want to start with internal coaching in your organization or upgrade the existing network of coaches, I am happy to assist you.
9 REASONS FOR INTERNAL COACHING
1. Cost Efficiency
Compared to the cost of hiring external coaches, the development of an internal coaching network is associated with significantly lower costs.
2. Faster Trust Building
Internal coaches have a common knowledge of the company’s environment, history, people, culture and internal policies, organizational structure and business strategy, which allows them to quickly build trusting relationships with employees.
3. Continuous Development of Skills
It is not a one-time intervention but enables a continuous change in the behavior of employees. In addition, internal coaches can design better employee development plans because they know what resources are available and what the employee needs.
4. Greater Responsiveness
The development of new skills can be implemented as soon as new challenges and opportunities arise. The company has all resources in-house, which means that it can respond to needs significantly faster.
5. Consolidation of Other Internal Networks
For example, it can improve internal communication, especially avoiding t.i. “silos” that can arise in different functions.
6. Coaches Become Leaders
Research shows that employees who have been involved in coach training progress faster. It often happens that they develop into excellent leaders who master communication, promoting responsibility and proactivity in colleagues.
7. Better Availability
Due to the (in)formal connection and constant presence in the company, internal coaches are easier to get in touch with than external ones and are more available.
8. Higher Involvement
They can observe the employee in his daily activities, e.g. attending a joint meeting or presentation and give him/her feedback, either immediately or later. This has a very positive effect on the development of employees. The very fact that they are “somewhere nearby” can remind the employee not to forget the behavioral innovations that he is putting into practice.
9. Greater Flexibility
If an employee has to cancel a meeting at the last minute, the internal coach can simply continue with their regular work, but the external one would probably charge a cancellation fee.