Organizational coaching aims at fostering positive, systemic transformation within organizations. It is frequently used to help organizations achieve strategic objectives, enhance leadership capability, and create culture change. Broader organizational needs are placed front and center, and the coaching is used to scale-up change across the enterprise. While there is overlap, this broader focus is in contrast to executive or leadership coaching which targets the individual’s development needs and more typically comprises standalone engagements.
Develop a best-in-class internal coaching practice
By definition, organizational coaching depends on a cadre of coaches, also called a coaching panel. Exceptional coaching panels are those that are thoughtfully assembled with these questions answered:
For these reasons, many organizations use a combined approach, ensuring that each and every coach is handpicked and a good fit for the organization and the person being coached.
Augment leadership development programs with coaching
The coaching panels described above can be integrated into leadership development programs with the purpose of targeting specific leadership specific capabilities (e.g. authenticity, teaming, collaboration, innovation). Research shows that coaching as a complement to leadership development training enhances outcomes. [Reference/resrouce] This type of coaching can be integrated at various stages of the leadership program:
Michel Moral, A French model of supervision: supervising a ‘several to several’ coaching journey. In Coaching and Mentoring Supervision Theory and Practice. By Tatiana Bachkirova. (In press).
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