In the dynamic landscape of modern business, charities, and education, staying ahead requires more than just having a talented team and a solid strategy. It demands continuous learning, adaptation, and a commitment to growth at both individual and organisational levels.
Hiring an external coach can provide numerous benefits for any organisation looking to enhance performance, drive growth, and cultivate a culture of continuous improvement.
However, why hire an external coach or mentor instead of training your own coaches
Firstly, it is quicker, easier and can give you faster access to trained and experienced coaching or mentoring. An ILM Level 7 or 5 executive coach will typically take 18 months plus to qualify. This level of study can also be a significant strain on your workforce. Having qualified as a Level 7 (masters level) Executive Coach, I can honestly say that anyone wanting to study as at this level should not enter it lightly! It takes it’s pound of flesh, blood and all!
An external coach brings a fresh pair of eyes to your organization, as well as diverse experiences and insights gained from working with various clients and industries. This outsider perspective can uncover blind spots, challenge assumptions, and innovative solutions to existing problems.
They often specialise in specific areas such as leadership development, team building, or conflict resolution. By leveraging their expertise, organisations can address targeted challenges more effectively.
A key role of an external coach is to hold individuals accountable for their goals and commitments. By establishing clear objectives and action plans, coaches help employees stay focused and motivated to achieve results. This accountability partnership can support a culture of accountability throughout the organization.
As much as we probably don’t want to admit to it, confidentiality within an organisation is not always guaranteed and employees are naturally wary of revealing weaknesses, concerns and frustrations to someone else in the organisation. Yet, confidentiality is essential in a coaching relationship.
An external coach adheres to strict ethical guidelines, ensuring that all discussions and information shared remain confidential. As a result this supports a safe environment for employees to discuss, explore and seek guidance.
Unlike internal managers or colleagues, external coaches generally offer more impartial feedback (sorry for bringing that up!) because they more unlikely to have preconceived notions about the team members or the organistion’s culture. Thus allowing them to provide what can be more honest assessments and constructive criticism. This impartiality again reates a safe space for individuals to reflect on their performance and identify areas for improvement without fear of judgment.
Finally, external coaches are a cost-effective solution. While hiring a qualified and experienced external coach may seem like an additional expense, it can ultimately be more cost-effective. Compared to investing in extensive training programmes or hiring new trained staff, coaching offers a more targeted and sustainable approach to development.
By investing in the growth and development of existing employees through coaching and mentoring, businesses can maximize their ROI and cultivate a high-performing workforce.