Many organizations are realizing the benefits of hiring external executive coaches and, as a result, are developing their own internal coaching programs. It continues to be proven again and again that effective coaching done right provides extraordinary benefits for the individual as well as the overall organization.

Coaching done right; however, is not as easy as it may seem. For an internal coaching program to be effective, it must be a thoughtful process worked as a partnership between the internal coach and the business leader. 

Here are a few tips to consider before developing an internal coaching process:      

•    Understand the Need for Coaching

When individuals are placed in leadership positions, they often face significant transitions brought on by changes in the areas of the job assignment, culture, colleagues, direct reports and the purpose of their role as a leader. Coaching assists the executive in developing a clear understanding of key leadership dimensions, such as business acumen, interpersonal skills and team development. Also, good coaching addresses the executive’s commitment to addressing needed changes in style and behavior. 

It is at this stage that the executive’s needs and goals for coaching are identified. 

•    Use Systematic Methods to Achieve Success 

Leading others can be exciting and also potentially chaotic. Information and demands can come from a diverse array of sources. The leader may be faced with deliverables ranging from the board of directors, to an external customer. An internal coaching process that provides a systematic methodology, grounded in action-learning principles, assists business leaders in setting priorities and making the right choices.

It is at this stage that the internal coach establishes how to assess the executive’s need (i.e., through an external assessment or personal interviews) and integrates the assessment with the executive’s goals.

•    Adopt a Framework to Accelerate Success

Leadership can be filled with a great deal of ambiguity and uncertainty. Essentially, the leader needs to gain a firm grasp of how to manage change. Coaching provides a framework for managing change for the executive in a short timeframe. Individuals will develop an understanding of self, mission and goals associated with a clear method of communicating and leading through others. 

At this stage, the internal coach verifies that the assessment and action plans are relevant to the context of the executive’s actual work situation and focuses on immediate, quick successes. The focus is to establish change quickly.

•    Develop Leadership Skills

Even though many people will say that leaders are born, many of these skills for leading others can be taught. Utilizing the information that is gained from the previous stages, the coach can assist the business leader in integrating the information into an on-going leadership skill development. The business leader – together with periodic assistance from the internal coach – can strengthen the gaps through systematic skill development. 

This is an on-going process with periodic checks and evaluation points to monitor progress towards the business leader’s goals.

•    Continued Development of the Internal Coach

On-going skill development for the internal coach is essential. It is also recommended that the internal coach have their own coach to monitor progress, provide development and consequently increase the effectiveness of the entire coaching process. When internal coaching programs are built with these principles in mind, the probability of success is high. Once again, the human resources professionals and the business leaders strengthen their partnership through a very effective developmental approach and the organization is the beneficiary of these positive relationships.