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Driving organizational change with internal coaching programs: part one

机译：通过内部教练计划推动组织变革：第一部分

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摘要

Purpose - The purpose of this two part paper is to outline a new way of utilizing coaching to drive wide scale organizational change. Design/methodology/approach - The authors illustrate the various benefits to using internal coaches, flesh out the cost benefits, and highlight a range of ways that organizations can integrate coaching into their people, performance and culture frameworks. It covers training, design and implementation issues as well as looking at aligning coaching models with the organization's strategic approach. The paper draws on extensive case studies and posits some best practice principles, then addresses some of the key questions around this topic. This paper draws on interviews with over 50 internal coaches over two years, and several other research papers on this topic. Findings - It illustrates how training leaders to be internal coaches is a more scalable, sustainable and robust approach to driving change and improving performance than hiring external coaches. Early indicators are showing significant increases in retention, engagement, productivity and performance, as well as ROI (17x), across organizations that have developed internal coaching. Research limitations/implications - Data is critical to understanding coaching impacts within organizational contexts. Thanks to those organizations using measurement, impacts to the business can be determined. Originality/value - This positive data is significant for organizations making decisions about introducing coaching initiatives, driving organizational change or adopting a coaching culture.
机译：目的-这两部分的目的是概述利用教练来推动大规模组织变革的新方法。设计/方法/方法-作者说明了使用内部教练的各种好处，充实了成本收益，并强调了组织将教练整合到其人员，绩效和文化框架中的各种方式。它涵盖了培训，设计和实施问题，以及如何使教练模型与组织的战略方法保持一致。本文借鉴了广泛的案例研究并提出了一些最佳实践原则，然后讨论了围绕该主题的一些关键问题。本文利用两年来对50多位内部教练的访谈以及与此主题相关的其他几篇研究论文。调查结果-与雇用外部教练相比，它说明了培训领导者成为内部教练的方法是一种更具扩展性，可持续性和稳健性的方法，以推动变革和提高绩效。早期指标显示，在开发了内部教练的组织中，保留，敬业度，生产率和绩效以及ROI（17倍）的显着提高。研究局限性/含义-数据对于了解组织环境中的教练影响至关重要。由于那些使用度量的组织，可以确定对业务的影响。原创性/价值-这些积极的数据对于组织制定有关引入教练计划，推动组织变革或采用教练文化的决策具有重要意义。

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