Internal Coaching

Many companies, large or small, prefer to use internal coaches to address issues such as those mentioned above. Typically, either Learning and Development or Human Resources selects candidates for internal coaches because of their people skills and business acumen. Internal coaches often undergo some type of training for their role which may include how to share their learning with others. This common training experience may lead to consistency in coaching approaches across the company even though, in some instances, coaches are assigned from different locations to enhance the relationship’s confidentiality. Thus, an internal coaching talent pool may be available for when the need for a coach arises. Nevertheless, internal coaches must have the full support of senior management, Learning and Development, and Human Resources to be effective.

An internal coach should be the preferred choice because she is already part of the organization. She knows and understands the culture. She has long-term ties with people at different levels, and, usually, has grown internally. She knows the organization’s history and has been part of it over time. She is evidence that the organization “walks the talk” of the company valuing employee development from within. She probably already knows the coachee in some way, thus, it is easier to establish the required rapport for this relationship and the coachee may be more readily open to suggestions and influence. It is often easier to match the profiles of coachees and internal coaches because they may have more in common as a result of being immersed in the same company culture after undergoing a similar selection process.

As regular employees of the company, internal coaches are highly cost-effective because they do not require additional compensation for their work and often demand less time to manage the relationship with the coachee. Companies assume that internal coaches are more flexible in their availability for the coaching process because they are often onsite so it is easier for the coachee to have informal contact with the coach as the need arises. Because of the same reason, internal coaches can attend more meetings or other events to observe interpersonal dynamics and provide feedback to their coachees. Further, since internal coaches already have access to the company’s technological infrastructure, it is easier for them to optimize its use during the coaching process. Phone calls, videoconferences, and document sharing are all easier when both parties have unrestricted access to the same technology.

Ask yourself: are you looking for someone who knows the culture, knows the people, shares the history, and is easily available to serve as coach? If the answer is “yes”, an internal coach is your best choice.