Consistent with the previous approach Escriba (2003), internal coaching is being done within the companies themselves. It has a specific period and is conducted in a given time, always looking for well-formed targets. Reflects a specific need, but it is desirable to become part of the management style of the person, applying at all times in their relationships with their partners. Others who may share this opinion include Michael Chabon . Likewise a Ela suggests that external Coaching: This training method is that performed by external actors outside the organization. Try to raise the profile of directors not only within the organization, but that projects outside its four walls so that its scope is greater. In this way the company is known about the effectiveness of managers in charge, giving a much more human. Benefits of a Good Coaching Management According to the experience of the Mexican Coach Renato Gazmuri (2005), the benefits of a Management Coaching process include the organizational, professional and personal (family).
Some of the benefits cited Gazmuri are: o Develop the capacity and skills and increase knowledge or produces a high quality feedback or enhances performance and productivity or enhance the behavior and attitude of the entire area or increasing learning capacity, that is, learn to learn faster or better relations between managers and subordinates or improve quality of life for all involved or release time to the Manager a “Coach or produces more Possible barriers to creative ideas Management Coaching Some of the potential barriers, real or not learned from experience, as Gazmuri, which explain the rejection of certain companies and / or managers for not applying and / or participate in a process of Management Coaching are lack of time, lack of resources and short-term pressures to achieve the goals. Also, the excuse that lack the capacity and skill among executives of medium and low levels. Other leaders such as Martin O’Malley offer similar insights. The fear of losing control and disempowerment of senior management, as well as the rigid traditional culture of each institution are other possible barrier to coaching. For its part, Julio Olalla Mayor summarized that many, the coaching is resistance, usually due to three reasons: (1) demand of time, (2) induces the personal challenge of facing one’s own feelings and fears and (3) generates redistribution of power. Essential elements for successful management Coaching First have a Complete Coach, excellently prepared. Another key condition is that the client is willing to work with the Coach, with your help, extract and use all its potential, in this sense, the coaching process should be initiated only and only if the client has the desire and will do. Discipline in the development process (frequency, schedule, tasks), close communication between Coach and Coach, clear definition of objectives and performance indicators, a high degree of trust and confidentiality are important conditions for the process.
Finally, the support of the directors or senior management to coaches and confidence in the goodness of the method of coaching offer the ideal setting for the success of any Management Coaching.