Our Organization has Internal Coaches - Why Use External Coaches?

  1. Employees tend to talk more freely with an outside person then with someone within the organization. An outside person would have no agenda; an inside person has the organization's agenda.
  2. This does not have to be an either/or situation. External coaches can complement internal coaches by mentoring those coaches or working with specific individuals within the organization who prefer or demand to work with an external coach due to the nature of their job. For example, it is very common for senior management to open up only to an external coach due to the sensitivity of issues they are working on. No matter how good internal coaches are, if the focus of the coaching is on strategic issues that could affect the job security of the internal coach, executives may not feel free to discuss them.

What Business Issues Does Coaching Address?

Employee Retention

Organizations say: Retaining high-quality people is an ongoing issue in our company, and each person we lose is costing us thousands of dollars. How can we reduce our turnover? Studies prove that the number one reason people stay with or leave organizations is the quality of the relationships they have with their boss. Coaching lays the foundation for improving the relationship between managers and the people they support and depend on. Coaching recognizes the importance of clear agreements in all interactions. The Senior IHC Coach builds on this training by providing a context and a safe environment for a manager to discuss the specific challenges and opportunities that working with the employee presents.

Leadership Bench Strength

Organizations ask: How do I develop strong, self-reliant leadership bench strength for the future? Coaching provides a process for helping leaders deliver on their best intentions. Coaching creates an environment in which leaders can discuss and practice new skills and behaviors. Coaching assists leaders in understanding how to leverage their unique gifts and gives them a forum in which to practice. Coaching causes leaders to mature, moving past problem solving to increasing their ability to manage paradoxical situations. HR professionals learn to apply coaching concepts to short-term problem solving and long-term professional development.


Organizations are concerned: How do I instill a sense of passion and accountability, and have my people generate consistent and outstanding results? Coaching breeds passion and accountability: passion because the more people are recognized for their true talents, the more confident, committed, and competent they become; accountability because coaching asks people what stake they hold in the success or failure of any given project or task that requires their contribution. Our business coaching can move beyond basic IHC programs, as appropriate, to help leaders focus on other development issues and find additional productivity enhancement opportunities.

Organizational Alignment

Organizations seek answers: How do I get everyone working toward the same corporate goal when they often have diverse personal styles and goals? Coaching, especially when combined with specific programs and tools, helps people understand how personal success is linked to organizational success. Coaching compels people to focus on purposeful action, but only because they understand who they are, where they are going, and how their contribution impacts the company.


Organizations want to know: How do I get people communicating effectively and productively about goals and expectations? Once a manager learns and begins to use our programs, a coach supports that manager on the communication and productivity issues that arise. Coaching is a means of gaining clarity and focus on organizational objectives as they relate to the manager being coached and taking action (moving forward). Coaching supports and encourages healthy communication in all relationships. The specific communication skills that are addressed are listening to learn, asking questions to gain clarity and resolve ambiguity, testing for truth rather than making assumptions, and endorsing others for a job well done.


Organizations ask: How does coaching affect morale? Coaching provides a safe place where individuals can talk about their challenges and opportunities in a confidential environment. Especially during times of change, coaching allows individuals to openly share their concerns and gain a different, objective perspective to bring back into the workplace. Often just having a safe, objective person to listen to concerns helps people feel better and thus raises morale.

What Results Are Achieved through Successful Coaching?

  • 92 percent of the participants were highly satisfied with their coaching experience.
  • 90 percent of the participants agreed that coaching was a good investment of personal time and organizational resources.
  • 86 percent of the participants agreed that the individuals and the organization were benefiting significantly from the coaching.

What is Coaching?

Coaching is the art of helping people grow and maximize their potential without telling them what to do. In a coaching relationship, you choose what you want to work on, you set your own goals and actions - in other words, you are always in charge. What a coach brings to the table is a set of professional skills for helping you identify what you really want in life, business, or other areas and designs action plans to reach those goals, and get those things done.

What is Executive Coaching?

Executive coaching (a close relative of leadership coaching) is concerned with helping organizational leaders maximize personal performance or produce growth and change in their organizations. It's an interactive relationship where the coach uses advanced listening and asking skills to elicit goals, strategies and solutions from clients. The coaching process is unique: instead of focusing on offering expert advise (consulting), or speaking from the wisdom of broad experience (mentoring), the coaching process maximizes buy-in and personal responsibility by acknowledging you as the foremost expert on your company and your life. The executive coaching relationship is designed to maximize the abilities of a leader, and provides the professional tools, advocacy and support needed to do so.

Coaches move beyond surface conversation by listening on an entirely different level. They use assessments, tools and sophisticated conversational techniques to help you identify the core leadership or corporate issues you face, and help you design creative strategies to purposefully address them. Coaching exercises can help you create bold, new ideas, think new thoughts, and develop actionable strategies to pursue them. And we provide structured follow-up to keep you aligned with those important objectives instead of getting mired in the urgent.

What Is Group Coaching?

Group Coaching offers flexible programs, whether for small groups, departmental (i.e., your sales staff, your executive board, vendors), and even large-groups tailored to your specific needs. Whatever your preference, each coaching scenario is carefully mapped out in its curriculum content and progress plan for maximum effectiveness in:

  • Building personal leadership skills.
  • Increasing sales and profitability – exponentially.
  • Improving morale and employee relations.
  • Developing open lines of communication.
  • Designing dynamic mastermind teams.
  • Implementing effective systems.
  • Setting - and achieving - strategically defined goals.