Here is a consultant, a professional external and with training in the subject serves as Coach of the Manager. Once agreed a contract starts a process of 3 months up to 2 years of Coaching. The hiring of the external Coach can run on account of the Organization, who seeks to provide punctual support to the development of one or more of its managers, either can run own manager account, who seeks a personal level professional support to your role. The second category is presented when the Coach is internal. Here the Manager with a background in the subject and sufficiently trained for the role officiates as Coach of their executives and employees. This method responds to a program institutionalized in the Organization, where the Manager assumes the role of Coach and begins a process of Coaching with some of their immediate collaborators.
This program usually is framed inside of what is called executive development and in its first phase usually begins with an assessment of performance, feedback 360 or surveying of needs of managers in terms of competencies required in the Organization for the achievement of such or which strategic objectives; to which follows a process of Coaching for those managers. In its second phase, is a vocational training which in the first phase were Coacheados into them at the same time Coach of their top executives; the role of the Manager as Coach is so institutionalized in the organization. The first phase of the program is usually done with an external Coach, as well as training in the second phase, then the execution, maintenance and with them the know-how is already as the capital of the organization. In accordance with the previous approach type (2003), internal coaching is that takes place within the companies themselves. It consists of a particular period and is carried out in a given time, always looking for well formed goals.