¶ … Experienced as Internal Coach in Place of Work The objective of this study is to reflect on the challenges experienced as an internal coach within the place of work and specifically on the challenges of managing the boundaries between the writers as an internal coach, the coachee and the coach's line manager.

Internal Coaching

Coaching and mentoring are described as relationships that help people: (1) take charge of their own development; (2) release their potential; and achieve results which they value. (McGraw and Hill, nd, p. 8) Stated as nine key principles for internal coaching are the following: (1) the LEARNING relationship is at the heart of change; (2) the CLIENT sets the agenda and is resourceful; (3) the COACH OR MENTOR facilitates learning and development; (4) the CONTEXT is work; (5) the OUTCOME is change and action; (6) the APPROACH OR MODEL provides movement and direction; (7) the SKILLS develop insight, release potential and deliver results; (8) the QUALITIES of the coach or mentor affirm, enable and sustain the client; and (9) ETHICAL practice safeguard and enhances coaching and mentoring. (McGraw and Hill, nd, p. 9) The internal coach is enabled by a "deep knowledge, experience and awareness bout the organization's strategy, its culture, and its political realities." (Weintraub, 2014, p. 1) Qualities that are needed for the internal coach include: (1) credibility; (2) integrity; (3) possession of conceptual knowledge; (4) Presence; (5) insight; (6) political savvy; (7) objectivity; and (8) coaching skills. (Weintraub, 2014, p. 1) The top fifteen coaching skills are reported to include:...