The development of a best practice internal coaching framework

The aim of the research was to establish what the benefits are of internal coaching, how internal coaching practices can be improved, and to see if a best practice model for internal coaching could be developed. Design / methodology / approach In this three year longitudinal study of internal coaching within a large national multimedia organisation, the clients behaviour was assessed prior to the coaching using a bespoke 360 degree feedback instrument, with the coaching programme duration (including the collation of feedback) being approximately 9 months per client. The data provided from the feedback instrument was discussed with the client at the initial coaching session and they were then encouraged to identify behaviours they wanted to improve, and to set objectives which they were to action between coaching sessions. Further objectives were then set depending on the progress made, and priorities perceived by the client. This cycle of monitoring performance and being held accountable for progress was repeated throughout the coaching sessions. After the last coaching session, clients were encouraged to approach their colleagues who had provided original data on their performance and provide a brief review of targeted behaviours, and provide evidence to substantiate improvements. Findings The research found that internal coaching had a positive impact on both performance and on achieving business outcomes. Originality / Value The research makes a valuable contribution to the recognition of the benefits of internal coaching as an effective means of developing an evidence based improvement in coaching clients, as well as the development of a best practice framework which considers the characteristics of the coach, the roles of the coach and the client, and the conditions conducive for the coaching to produce a positive impact.

The aim of the research was to establish what the benefits are of internal coaching, how internal coaching practices can be improved, and to see if a best practice model for internal coaching could be developed.
Design / methodology / approach
In this three year longitudinal study of internal coaching within a large national multimedia organisation, the clients behaviour was assessed prior to the coaching using a bespoke 360 degree feedback instrument, with the coaching programme duration (including the collation of feedback) being approximately 9 months per client.
The data provided from the feedback instrument was discussed with the client at the initial coaching session and they were then encouraged to identify behaviours they wanted to improve, and to set objectives which they were to action between coaching sessions.
Further objectives were then set depending on the progress made, and priorities perceived by the client. This cycle of monitoring performance and being held accountable for progress was repeated throughout the coaching sessions.
After the last coaching session, clients were encouraged to approach their colleagues who had provided original data on their performance and provide a brief review of targeted behaviours, and provide evidence to substantiate improvements.
Findings
The research found that internal coaching had a positive impact on both performance and on achieving business outcomes.
Originality / Value
The research makes a valuable contribution to the recognition of the benefits of internal coaching as an effective means of developing an evidence based improvement in coaching clients, as well as the development of a best practice framework which considers the characteristics of the coach, the roles of the coach and the client, and the conditions conducive for the coaching to produce a positive impact.