Archive for 'Internal Coaching'
Professional Coaching is growing at an exponential rate as the public awareness of its effectiveness grows and more suitably qualified individuals enter this relatively new entrepreneurial endeavor. New coaches see the opportunity to truly leverage their existing skills, experience and wisdom to be the catalyst in people’s lives and truly provide tangible value to clients.
What is also fast emerging is the “intrapreneurial” variation of coaching. This is where people are consciously taking the methodologies and affecting real meaningful change within organizations by creating an Read more »
Selling is regarded as the remit of salespeople and many would admit that they hate to sell. This of course is due to the fact that there is a popular perception that selling is about trying to get somebody to purchase something they do not want. Of course the successful salespeople would tell you that selling is very simply all about solving a problem or addressing a need. You are just trying to present them with an option to help them succeed. When you think of it in those simple terms, in reality, most of us Read more »
Anybody involved in Coaching within organizations should read the book “Executive Coaching for Results” by Underhill, McAnally and Koriath. It is a wonderful resource that provides insights through a combination of quite specific research and case studies from companies that have immersed themselves in this methodology.
What might be of interest to many large organizations is the commentary on the benefits of External versus Internal Coaching. Though they both share the common goal of developing leadership competencies, the following “pros” and “pros” emerged.
Popular belief would have it that Senior Executives would only consider being coached by somebody external to the company. External coaches do have some significant benefits such as it’s their dedicated profession, confidentiality is king and they are very removed from the outcome (and can be objective). So how can Internal Coaching overcome some of these concerns?
Internal Coaches are being developed in organization as a means of making this methodology and capability available to more staff. The C-Suite typically has access to Executive Coaches but it is cost prohibitive to provide this type of coaching to others below this level. The solution – create your own cadre of coaches. But how would one calculate the ROI on such an initiative? Let’s look at this in qualitative and quantitative terms.Qualitative Skills
Undoubtedly there would be an addition of skills that would Read more »
When HR Personnel are trained to be Internal Coaches, many perceive this additional training and skills equates to more work. Good coaches are very much viewed as “go to” people, so many will seek out their counsel and support. Before long however, the coach feels overwhelmed and unable to deal with all this seemingly “extra work”. So what are some tips for HR Coaches to efficiently deal with this capacity issue?
Accept the Initial Investment
Recognize that the time commitment to coaching is initially one step backwards in order to take two steps forward. In other words, Read more »
In very general terms Human Resource personnel typically fit into one of the following broad categories:
Process Oriented: They normally specialize in areas such as payroll, benefits, recruiting, etc. They apply a very systematic and sometimes rigid approach and for the most part they see things as either black or white. They are typically most concerned about the outcome from the company’s perspective.
People Oriented: This group more typically aligns with areas such as performance, discipline, training, etc. They are generally seen as flexible and more people friendly. They have this knack of been able to assess the Read more »