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Wendy Buckingham  /  Creator, Life Coaching Professionally

How Workplace Coaching Placement Works In Corporate Environments

Workplace coaching is a common practice in corporate environments and can be one of the most interesting and profitable niches to explore.  This article covers the various ways your services can be engaged and paid for.

Sometimes called Organisational, Corporate, Employee or even Executive Coaching, you can be engaged within a business or corporation in many ways. You might be employed internally or on contact and called upon to coach a team, support an executive in a new position or facing redundancy or other issues. Follow the quick links below or read the full article to see how this type of coaching works.

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Do You Have What It Takes To Be A Workplace Coach?

To work credibly and effectively with managers and other employees within the corporate or business environment, you need to understand the culture and preferably have either worked at executive level or be extremely familiar with it.

If you are a bit light on experience in this area, then an accredited course on executive life coaching is recommended. You might also find this book Coaching in Organisations by Ken Blanchard a useful reference.

However, despite the common expectation that all issues may be work related, the coaching can, and usually will, tip over into personal issues that could be affecting the coachees performance.

Things such as lack of confidence, poor communication skills and issues with colleagues. This is where your training as a personal growth coach will prove invaluable.  You have to be prepared, even in a business or corporate situation to handle emotions and even tears.

Method 1: The Employer Selects And Pays For The Workplace Coaching

This option applies when a company has either instigated a coaching program as part of a HR initiative or agreed to pay for a staff member to employ his or her own coach.

Young female employee receiving workplace coaching

You may be contracted or even be put on the company payroll with the brief to coach for improved employee performance.

In most corporate and business situations there are two relationships.  The relationship between the coach and the employee and the coach and the company paying the bill.

The department head may identify the issues to be addressed and may suggest possible goals and outcomes.  You may even be asked to work with the department head him or herself to develop leadership coaching skills.

Keep the line of communication clean:

A careful system of reporting needs to be in place that protects the confidentiality and trust of the employee client, while satisfying the needs of the employer to know how things are going.

The context of this needs to be set up before the coaching series begins so all parties have the same expectations. 

For instance, clarity if you will  be expected to report back to the client's superior after each session.  To what extent will you be asked to reveal the content of the sessions?  How much control will the client have in this?  These are important privacy issues for the person you are  working with as well as integrity issues for you. 

In some situations a company may agree to pay for a series of sessions for one of its executives or key team members without extensive reporting and only look to results to see the benefits of employee coaching.

Being familiar with and/or accredited in a personality or psychological profiling system such as Disc, Myers-Briggs - or one of the many other excellent profiling systems, is also an advantage for the workplace coach.  and if you are an affiliate to such a program provide an extra source or income.

 Method 2: The Employee Engages The Workplace Coach Privately

An executive, manager or employee may decide there are issues where coaching would be of benefit and engage you at his or her own expense, with no company involved.

The issues to be addressed are usually similar to general Life Coaching but are probably relevant to the client's work situation.

The relationship is directly between the coachee and the coach and nothing to do with the company although the company may agree to pay and not require any reporting.

Sessions may take in such issues as: 

  • relationships with superiors and other members of staff.
  • asking for a raise or transfer.
  • dealing with redundancy.
  • researching a possible job or career change. 

And you'll find personal issues will also creep in.:)

Method 3: The Manager As A Workplace Coach

Some larger companies put their team leaders through a manager leadership coaching training course so they use leadership coaching skills with their teams.

So if you have management experience, taking a leadership training for managers can be an entry to gaining employment with or being contracted for this work.

If you are a member of the International Coach Federation, they have a Special Interest Group for internal business coaches which might be worth exploring.  Check if your coaching association has something similar. 

You may also find the information on Team Coaching Skills on this site useful.

Method 4: Using A Provider of Workplace Coaching Services

There are executive coaching services that specialise in providing coaches to corporate businesses and organisations. If you meet their employment criteria, you can apply to be be listed as a preferred or associate member with them and featured on their website.

Learn more about the various type of outsourced services for executive coaches and some of the things to be aware of before registering with them.

You can also read more in Jobs and Opportunities  And if you need help identifying what your niche might be, visit the pages on Choosing The Niche For You 

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Created and written by Wendy Buckingham, Class One Productions P/L. Sydney

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