10 Ways to Make Your Internal Coaching More Effective

How do you avoid the pitfalls in establishing and sustaining an internal coaching programme?

1. Start with the right coaches

Some people make better coaches than others. Look for managers with a record of success, an open approach to learning and the ability to build trusting relationships. Choose business leaders in addition to L&D managers as this sends out a strong message about the importance of coaching in your organisation.

2. Offer support

Coaching is a complex set of skills that can only be developed through experience. Ensure that your coaches get the training they need to build and refine their skills. Also provide the necessary support and supervision to help them address any issues that are beyond their expertise.

3. Get management buy-in

Coaching is a long-term commitment and any lack of support from senior management can undermine your strategy. Communicate the intended benefits for the business and provide examples of what can be achieved. Engage the support of two or three senior managers who can act as advocates and trial your coaching programme in their part of the company.

4. Create a formal contract

Regard internal coaching with the same rigour as external coaching. Set out a contract that specifies the number of sessions, where these will take place and what will be involved. This should be agreed by the coach, the coachee and their line manager.

5. Set clear objectives

It might be obvious but it is essential that everyone understands what you hope to achieve from the coaching relationship. Set a combination of outcomes if possible which might include new skills, changes in behaviour or an intended impact on performance.

6. Measure the outcomes

Consider how you will measure the positive outcomes of your coaching and demonstrate the benefits of your strategy. Start with subjective measures of satisfaction from the coachee, their line manager and direct staff. Next, consider any changes in behaviour, perhaps through your appraisal process or assessment after the coaching. If possible, find ways to measure the direct impact on the business and the potential return on investment.

7. Sustain the momentum

One advantage of internal coaching is its flexibility – but this can mean that meetings with an internal coach are easier to cancel. Effective coaching relies on regular and frequent meetings, usually once a month, so keep to a schedule and try to avoid the frequency of meetings slipping.

8. Don’t overreach

Remember that coaching is a means to an end, not an end in itself. Stay focused on the specific results you have set out to achieve. After all, the purpose of coaching is to improve individual and corporate performance, not turn everyone into an accredited coach.

9. Communicate success

Capture the early success stories you achieve and make sure you share these across the company, whether by newsletter, online or face-to-face. You will find that once people start to hear good things about the results of your coaching, they will want to get involved themselves.

10. Professional engagement

Set the same standards for your internal coaching as you would for your external coaching. For example, make sure that your coach and their client do not work together in the same team to ensure confidentiality and build trust.

Download this article as a pdf >

Equip your leaders for a changing world : What are the merits of internal and external coaching in preparing senior managers for change?

About Cote Consultants

Cote Consultants is a coaching, leadership and performance improvement firm based in central London. We work with any organisation that wants to drive sustainable growth in performance and capital through the personal and professional development of its most promising leaders and teams.

Stay informed

For insight into how to make your coaching more effective,
subscribe to our free monthly e-mail articles

Posted in: Executive coaching, Internal coaching