While there is wide-spread growth and use of coaching, there is also a lack of understanding of coaching and the bottom-line impact of providing coaching. Internal politics play in to establishing a coaching program and also impact the management of the coaching program over the long term.
Possible Political Considerations:
- Reasons for having the coaching program
- How selected coaches are viewed
- How being coached is viewed
- How information is shared
- Perceived value
Effectively managing the politics calls for creating buy-in as discussed previously, defining the process for selecting coaches and coachees, determining how information is managed and shared then publicizing the policies for it, measuring outcomes, and promoting the successes. With the exception of the last, all of these topics have been addressed in previous blogs. For the last, promoting the successes, plan the opportunities. First, determine how you will collect success stories, ensure you have permission to share it, then plan opportunities in meetings, on common area displays, on the company website, and through an internal newsletter.
In addition to the considerations above, keep in mind that coaching is part of your organizational management and development. Specifically:
- The Society for Human Resource Management, SHRM, lists coaching as one of the sub-competencies for HR professionals.
- Association for Talent Development lists coaching as a core competency.
- Organizational Development professionals use coaching as an effective tool.
Ensure the coaching program involves the people working in each of these areas and is included as a normal part of operations.
