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More and more companies are looking seriously with the skill of coaching like a method of developing and increasing the performance of their team and teams. The more ignited organisations now insist that most line managers are experienced in the skill of training whilst others are going even further and creating specialist 'coach' roles in order to support personnel and teams within the business. There are however six major obstacles that the internal company discipline has to face and get over before they can really exceed in their coach role and so bring tremendous benefits in order to themselves the employees and the organization itself.
In this article Performance Mentor Allan Mackintosh who was him self an internal company coach regarding six years outlines all these six major challenges how the internal Coach has to encounter and ways that the coach can face these daily life.
Challenge No . 1 Hiring of Coaches
Correct hiring is vital in any role in the event the organisation is to get the maximum because of their employees and it is no various in relation to the recruitment involving coaches. Great care should be taken to recruit the right individual 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 organization coach in the pharmaceutical sector the recruitment was carried out internally with some people seen as potential coaches but the the greater part coming from a pool of 'potentially redundant' line managers who had been in this position after a important company restructure. The result had been that certain individuals were 'forced' into a role in order to remain within the company. This was definately not ideal and as a result a number of people could not take to the role and also subsequently left the organisation. Others stayed in the role but really struggled to use on the role of the mentor and actually behaved more like 'trainers'. In order to avoid these challenges organizations really have to take great care in the selection process of mentors in order that they get the right people with enough potential to become fantastic coaches in the workplace. Shoddy employment only leads to great economic loss in the long run Those workers wishing to become coaches really should look at what they really consider about people and if they do not believe that everyone has the potential to be excellent in any role they undertake then they might want to reconsider becoming a coach. If you do not believe in people then do not become a coach
