Many veteran external coaches wonder if the trend toward developing internals represents a net positive or negative for the coaching profession. The widely shared answer: both.
On the plus side, mid-level employees who wouldn’t otherwise have access to a coach get the benefit of internal coaching.
“It’s good for everyone because it’s expanding the pie,” most coaches agree. Also, internal coaches who need practice and hours toward their coaching credential have access to a ready- made clientele.
On the minus side, internal coaches generally have less training and experience than external coaches. People who coach on top of their full-time jobs spend a small fraction of their work week coaching – often only 1-3 hours a week. Federal employees must coach on their own free time. “That means evenings and weekends,” says one coach working in the Defense Department. “It’s very hard to accumulate hours when your time is so limited. It’s also hard, with so little practice and no supervision, to develop your skills as a coach.”
With these constrictions, how do organizations foster and maintain excellence in internal coaching? Enter the next two trends.Download Article 500 Club