Building an internal coaching capability
In chapter 11 of Coaching People through Organizational Change, we discuss the challenges of implementing change and how adopting a coaching approach can significantly increase the chances of the change initiative being a long-term success. When we use an ‘ask’ not ‘tell’ style of management, people feel listened to and trusted.
According to Katherine St John-Brooks, in her book Internal Coaching, the inside story (2018), Internal coaching is likely to be professionalized over the next 10 years as organizations invest in and increase training accreditation and CPD.
Having a team of internal coach ambassadors who are accredited through a recognised awarding body will be the first steps in helping your organisation to embed and maintain an internal coaching capability.
Professional Coaching Practice
A CMI level 5 qualification
Learning to be an internal coach requires a deeper level of learning and understanding of what internal coaching is, the responsibilities of an internal coach and how to manage boundaries, ethical dilemmas, hooks and triggers when working with a fellow colleague.
This is a comprehensive, structured and practical programme that equips learners with enhanced skills to confidently set up coaching sessions with colleagues within the organisation, supporting them with their goals, needs and outcomes.
This training is structured, rigorous and practical and is back up with on-going coaching supervision during the training.
We encourage co-coaching triads to further support learning during the training.
One to one coaching for each of the learners is an option but recommended part of the programme.
