230 INTERNALCOACHING
everyone around Joe got better! Joe’s entire team was involved in the
process. Everyone in his team reached out across the company to build
partnerships and increase synergy. Everyone on Joe’s team picked per-
sonal areas for improvement and focused on getting better. Many of the
members of Joe’s team began to implement the same process with their
own teams. In some cases, people across the company began reaching out
to Joe’s team in a much more collaborative way.
FIGURE9.1 Coaching Checklist: Internal Coaching
Have you reviewed the benefits and costs of using internal
coaching?
Are the resources available to train the internal coaches?
Do the best candidates for coaches have the time to commit to a
coaching relationship?
Will the bosses of the coaches put the appropriate priority on the
coaches’ involvement in the initiative?
How are you going to deal with the question of confidentiality?
Do you have a plan to match the coaches with coachees?
Are you going to designate coaches or allow coachees to have an
option?
Establish the ground rules for the relationship.
Has the coachee agreed that the coaching engagement will be
treated as an opportunity or is the coachee reluctant? The more
reluctant the coachee, the more an external coach may be more
helpful.
Establish and agree on the steps in the process.
How is the coach going to get the information to correctly assess the
development needs of the coachee?
Is the coachee’s boss fully supportive of the initiative?
Is coaching being used as a substitute for dealing with a
performance problem?
Have you agreed on how frequently you will communicate with
each other?
How will the coach know when the end of the coaching relationship
is reached?
What will success look like?
