In this blog, we’ll explore the benefits of internal coaches using external supervisors and how it can help them overcome these challenges.
An increasing number of organisations are investing in training employees to coach, which means that coaching becomes more accessible to more employees, no longer selectively offered to the senior leaders. Having internal coaches at hand to provide valuable support to employees helps develop their skills, raises their self awareness and confidence, and so improves motivation, productivity and creativity. The bottom line shows increased employee engagement and retention.
However, while having an internal coach has many benefits, they often face unique challenges that can hinder their effectiveness. In this blog, we’ll explore the benefits of internal coaches using external supervisors and how it can help them overcome these challenges.
Objectivity and Perspective
Internal coaches often face the challenge of being too close to their clients, leading to a loss of objectivity and perspective. This can affect their ability to identify blind spots, challenge assumptions, and provide honest feedback to their clients. This is where external supervisors come in. They provide a fresh and objective perspective that helps internal coaches gain a new viewpoint on their clients’ challenges and how best to address them.
Accountability and Quality Assurance
Internal coaches are often isolated and may lack regular feedback and support from their organisations. This can lead to a lack of responsibility and inconsistent quality standards, which can be detrimental both to the coach and the organisation. External supervisors provide accountability and quality assurance by consistently reviewing the coach’s work, providing feedback, and ensuring that coaching aligns with organisational goals.
Continuous Learning and Development
Internal coaches may have limited opportunities for continuous learning and development. External supervisors, on the other hand, have a wealth of experience and expertise that can support the coach’s development and growth. They can introduce new coaching approaches and methodologies, share best practices, and provide valuable support and feedback to help the coach become more effective.
Confidentiality and Ethical Considerations
Internal coaches may have a difficult time ensuring confidentiality and ethical considerations when coaching their colleagues. This is where external supervisors can be helpful. They can provide guidance on confidentiality and ethical considerations, making sure coaches adhere to ethical and professional standards.
Reduced Risk of Conflict of Interest
Internal coaches often have dual roles, which can lead to conflicts of interest. This is especially true when the coach is also a line manager or has a personal relationship with the client. External supervision can help reduce the risk of conflict of interest by ensuring that coaches are impartial and unbiased in their coaching conversations.
Internal coaches play a vital role in developing employees and ensuring an organisation’s success. Utilising external supervisors can help internal coaches gain new perspectives and approaches, and provide the organization with quality coaching that aligns with their goals and values. By investing in both internal and external coaching resources, organisations can create a culture that values coaching, growth, and development, leading to success for the organisation and its employees.
If you are looking for a quality external supervisor search The Trusted Coach Directory.