New England Coaching

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Success Criteria for Internal Coaching

Many organizations are developing Internal Coaches as a means of making this resource available to their staff. The use of External (Executive) Coaches, though it can be very effective, is not always an affordable option and creating an internal resource is helping to address this.

In a recent paper by Ruth Donde and David Rock of Result Coaching Systems, they highlighted how one can measure the effectiveness of training internal coaches. The four parameters under which they assessed the initiative were as follows:

Reaction

Through a series of pre and post evaluations they assessed participants’ reaction to the training in terms of such things as:

  • Perceived value by the organization
  • Levels of stress experienced.

Learning

For this participants were asked questions that assessed their level of confidence in helping others. Examples of questions asked included how they helped others:

  • Manage time and priorities
  • Grow and develop

Behavior

Through the pre and post evaluations, measures were created that assessed participants ability to demonstrate communication skills and also rate their communication acumen.

Business Impact

The more tangible ROI impact to the business was assessed by reviewing key business metrics around revenue growth, cost control, employee retention, and general productivity of the people directly supported by coaching.

From this it is apparent that the impact of developing internal coaches can have far reaching impact to the organization, both quantitatively and qualitatively.

About Bill Sex

Bill Sex is President of New England Coaching and specializes in supporting personal, professional and organizational advancement with specific emphasis on coaching skills, emotional intelligence and employee engagement / motivation.

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