Developing an Internal Coaching Program - The IEC Debrief with Tom Floyd
Developing an Internal Coaching Program
A recent article in the New Zealand Business Herald builds upon this trend in terms of the number of organizations who are using coaching internally, specifically highlighting three types of coaching in business:
- Managers coaching staff.
- External executive coaches who are working with executives and leaders within an organization.
- Internal coaches who are a part of an internal coaching function who work with employees from the inside.
- How the coaching field has evolved over the past several decades.
- The top 3 reasons why the C-Suite should consider implementing an internal coaching program.
- The pros and cons of having an internal coaching function.
- How issues like confidentiality impact internal coaches and their clients.
- The successes companies like Blue Cross and Blue Shield of North Carolina have experienced with their internal programs.
Josh Erhlich, Dean, BeamPines Master's Program in Executive Coaching
David Lane, Founding Director, Professional Development Foundation
Howard Pines, Chairman, BeamPines, Inc
Bob Vavrina, Senior Vice President, Human Resources, BlueCross BlueShield of North Carolina
This week we aired a repeat of a popular Insight on Coaching show we did this past December on how to develop an internal coaching program.
It’s been several years since Strat Sherman wrote "The Wild West of Executive Coaching" in the Harvard Business Review, and both Howard Pines and Josh Erhlich provided us with an overview of how the field has continued to evolve.
It was great hearing that many organizations are expanding who they’re offering coaching to – meaning it’s not just for executives and leaders high up on the totem pole anymore. Many companies are offering coaching to other people in the organization including high potentials, directors, middle managers, and more.
And it was of course simply amazing to learn that 60% of companies indicated internal coaching was used within their organizations, according to an April 2007 issue of Human Resources Planning magazine.
Josh confirmed a gut feeling I had though, in that his suspicion is that many of these organizations most likely don’t have fully baked coaching programs yet. Meaning some are still in the formation or thought stages, or may only have 1 or 2 people currently providing coaching to a select group of individuals.
I’d like to do a pulse check and validate the above with all of you though.
How structured is the coaching program itself? - Do you have more than 1 individual providing coaching within your organization?
- What business reasons or "pain points" helped make the case for the coaching program?
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