In a recent post we discussed how to assess whether coaching is the right tool to help someone. Let’s assume you’ve read that and have decided to invest in coaching for your colleague. Now the question is: to use an internal resource or an external coach.
We’ve put together this cheat sheet to help clarify when to leverage internal support versus when to bring in an external coach to ensure the right type of development for each leader. Hope this helps!
CHEAT SHEET
| Condition | Internal Support (Manager, Mentor, HR) | External Coach |
| Developmental Need | Skills development, knowledge transfer, process improvement | Deep behavioral change, mindset shifts, leadership transformation |
| Best Solution Source | Exists within the organization (expertise is available) | Needs to be self-generated through independent reflection and coaching |
| Confidentiality Concerns | Low — discussions can be had openly within the company | High — sensitive topics (e.g., interpersonal conflict, leadership struggles, career uncertainty) require discretion |
| Support System Availability | Adequate internal resources (manager, mentor, HR, peers) exist and are engaged | Internal resources are insufficient or unavailable to provide the necessary support |
| Complexity of the Issue | Clear, tactical, or process-driven problems | Ambiguous, strategic, or personal leadership challenges |
| Decision-Making Pressure | Can be quickly resolved through direct guidance or training | Requires space and time to explore options, test behaviors, and reflect |
| Independence of Thought | Company provides the answers; structured solutions exist | Leader needs to come up with their own solutions through self-exploration |
| Managerial Involvement | Managers or mentors are actively engaged and available to support | Coaching works best when managers support but are not the primary development driver |
| Time Sensitivity | Issue needs immediate resolution | Longer-term development process is appropriate |
Key Takeaways:
- Use internal support when the leader can be guided by existing expertise, when the challenge is tactical or process-driven, and when confidentiality is not a concern.
- Invest in an external coach when the leader needs to independently generate solutions, when internal resources are inadequate or unavailable, and when confidential matters impact their growth.
Still feeling unsure? Reach out – we’re here to collaborate as you continue on the path of igniting exceptional performance!
