ICF uses the term “coach-practitioner” to distinguish professional coaches with a minimum of 60 hours of coach-specific training from managers/leaders who have taken a one- or two-day coaching skills workshop. As the ICF website states, “There is no single, industry-wide standard” for training internal coaches.
That said, here’s a look at three viable approaches that large organizations are taking to create an internal coaching bench:
Hire full-time credentialed coaches
On the high end of the cost spectrum is the approach of recruiting or developing credentialed coaches to work as full-time internals. Typically the job description includes delivering coaching skills workshops, group and team coaching, and 1-on-1 coaching to senior managers on up to directors. External coaches generally work with upper-level executives (SVPs through C-suite).
Boeing, Northrop Grumman, and Capital One are among a handful of large corporations with full-time internals earning six- figure salaries. The CEO of Capital One became a coaching champion after experiencing its benefits himself. Now the firm has four full-time ICF-credentialed coaches on staff. Even when the banking industry was under extreme pressure to costs, the coaching program wasn’t touched.
Develop part-time credentialed coaches
A less costly and more common approach involves training full- time employees to coach as part of their jobs. This may involve:
* sending employees to an accredited coaching school (at a cost of $10-15K per person)
* bringing in an accredited external coach training company to deliver internal training
* developing an internal coaching curriculum that meets the standards of ICF or another credentialing bodyDownload Article 500 Club