ABSTRACT
Generally it is the responsibility of the lead coach to select people with the potential to make good internal coaches and provide them with the right length, depth, and scope of training to enable them to do a good job. This chapter explores: how internal coaches can identify and select potential coaches; options for training; qualifications and accreditation; and considerations for matching coaches with suitable clients. The method coaches use to recruit their coaches will depend on a number of factors, including how many coaches they need; for what purpose; and how much resource they have at their disposal for running the recruitment process. Unions are normally supportive of development opportunities for staff. Several organisations have selected and trained union representatives as internal coaches as a way of gaining their buy-in and support for the programme. In one, this approach had an unexpected benefit: improved employee relations.
