Hiring External Coaches vs. Internal Coaching

From a global survey by the American Management Association conducted on successful coaching practises with 1,030 American and International respondents.

External coaches are more frequently used for executives (42%) and are highly correlated with coaching success.

Internal coaches are more frequently used for managers (46%), supervisors (47%) and all employees (43%). However, using external coaches for these levels tends to have a higher correlation with coaching success.

In this same literature, it is mentioned that,"59% of leaders indicated a preference for an external coach, while only 12% preferred an internal coach (29% had no preference) (Underhill et al., 2007). Leaders may consider internal coaches to be less confidential. External coaches, on the other hand, can bring greater objectivity, fresher perspectives, higher levels of confidentiality, and experience in many different organizations, industries, and business environments. External coaches may also have more specialized skills or expertise in specific fields of practice (Underhill et al., 2007)".

Business coaching has become a powerful tool in developing leadership in today’s increasingly competitive market. The research to date, strongly suggests that coaching develops executive leadership and is key in retaining an organizations major talent. The Executive coach brings a tool box of qualities which encourages and includes a genuine wish to support the executives professional advancement. The Executive in turn will learn and acquire the resources necessary to exercise his or her leadership abilities.

Essentially, coaching is about growing an individuals self leadership qualities and developing the potential to be one’s best. The practise of coaching continues to prove a fact: focused attention produces desired results.