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Increasingly more companies are looking seriously in the skill of coaching for a method of developing and boosting the performance of their employees and teams. The more ignited organisations now insist that most line managers are qualified in the skill of training whilst others are going a little more forward and creating specialist 'coach' roles in order to support workers and teams within the business. There are however six major challenges that the internal company instructor has to face and overcome before they can really stand out in their coach role and therefore bring tremendous benefits to themselves the employees and the organization itself.
In this article Performance Trainer Allan Mackintosh who was him or her self an internal company coach with regard to six years outlines these six major challenges how the internal Coaching has to confront and ways that the instructor can face these daily life.
Challenge No . 1 Recruitment of Coaches
Correct hiring is vital in any role in case the organisation is to get the maximum with regard to their employees and it is no various in relation to the recruitment connected with coaches. Great care should be taken to recruit the right man in terms of their beliefs and their potential to take on the necessary skill set that is required for a competent mentor. When I first became an internal firm coach in the pharmaceutical sector the recruitment was carried out internally with some people seen as potential coaches but the majority coming from a pool of 'potentially redundant' line managers who have been in this position after a significant company restructure. The result was that certain individuals were 'forced' into a role in order to be within the company. This was not even close to ideal and as a result a number of people could not take to the role along with subsequently left the business. Others stayed in the function but really struggled to use on the role of the instructor and actually behaved more like 'trainers'. In order to avoid these challenges firms really have to take great treatment in the selection process of coaches in order that they get the right people along with enough potential to become wonderful coaches in the workplace. Shoddy recruitment only leads to great economic loss in the long run Those workers wishing to become coaches need to look at what they really trust about people and if they don't believe that everyone has the potential to be excellent in any role these people undertake then they might want to reconsider becoming a coach. If you do not rely on people then do not turn into a coach
