Why Internal (Embedded) Coaching Gets a Bad-Wrap

Problem #1: There's a remarkable number of coaches entering the industry, realizing that financial stability is primarily found in executive, leadership, and organizational coaching. Yet, the vast majority of them don't fully understand the HR function and/or aren't equipped to maintain the boundaries required to be a partner to both the business and the people.

In a worst-case scenario, they end up perpetuating the ‘Drama-Triangle’ by taking ‘sides,’ or positioning themselves as advocates rather than sources of truth and a reflection of the culture. This is largely why HR leaders have historically been a ‘hell-no’ to internal coaching.

Solution: Coaches need to be trained on how to effectively operate inside organizations. That's why I designed Alma Academy — to equip them to establish agreements and partnerships that can effectively revolutionize the HR function. 

Problem #2: If senior leaders aren't receiving coaching or doing their 'work,' EC’s become the 'holders of complaints and stories,' instead of empowering conscious leadership at all levels of the business. 

Solution: A culture audit needs to be conducted to determine the readiness for an EC. Ideally, senior leaders are receiving executive coaching concurrently and in collaboration with the EC, ensuring everyone is ‘speaking the same language.’ This is when it becomes possible to embed values, customs, and leadership philosophies across all levels.

Problem #3: If HR isn’t open and fully bought into adopting this model, there will inevitably be a lot of ‘crossing of lanes,’ resentments, and confusion on behalf of employees about who to go to for what.

Solution: HR leaders need to understand the value of having a ‘middle point’ between the people and the business, and to train employees on how to effectively utilize the EC function. When the partnership between ECs and HR is solid, EC’s can become invaluable in scaling leadership development, maintaining retention, and boosting engagement during times of adversity and change, among many other benefits.

Dear Leaders, when you can create a ‘safe space’ for people to do their ‘work’ in the workplace, it will lighten the burden that HR bears to be all things to all people. It shifts the ‘us and them’ dynamic, fosters accountability, relational intelligence, and creates a shared reality across all layers and functions of the business. 

As a pioneer of the Embedded Coaching model, I am living proof that not only can it work, but it is the KEY to cracking the ‘culture code.’