Internal Coaching Capacity

half metal staircaseSome large organizations are choosing to build internal coaching capacity to augment (or replace) the hiring of external coaches. This approach generally reduces the cost of coaching and allows the organization to offer coaching services both more broadly and more deeply within the organization.

A few organizations identify key personnel who will serve full-time as coaches within the organization.  However, many of the internal coaches that we’ve worked with don’t coach full-time. They might be HR Generalists or managers or have other roles that only allow them to coach 25% of their time or less. This presents a challenge for organizations to maintain the quality of the coaching.

We help internal coaches, whether full-time or part-time, to continue to build their level of skill and effectiveness.

Levels of Coaching Capacity

Companies seeking to develop coaching excellence in a deliberate fashion find it helpful to invest in different levels of coaching capacity. Such an approach makes financial sense by ensuring a wise allocation of resources. It also provides a clear developmental path for people committed to enhancing their coaching skills in a way that is appropriate for their level of responsibility.

  • Level 1: Baseline competence in speaking and listening as a coach, making grounded assessments, and providing spontaneous coaching. People develop this competence through a two- or three-day program, such as Coaching to Excellence.
  • Level 2: Intermediate coaching competence that includes Level 1 skills and the capacity to develop people over time via custom-designed programs. People develop this competence through the six-month Coaching Apprenticeship Program.
  • Level 3: The capacity to serve as coaching resource for situations throughout the organization. People at this level can work with clients at any level of the organization on a full range of topics, from the mundane to the very challenging. They can advise others about pursuing coaching or coach training and make referrals to internal or external coaches. They develop this competence through the yearlong Professional Coaching Course.
  • Level 4: The capacity to lead in-house coaching programs like Coaching to Excellence or the Coaching Apprenticeship Program. People at this level are fully certified coaches and, through additional training, have been licensed to lead in-house programs.