Typically, coaching takes place in one-on-one settings. Regular meetings often occur every one or two weeks. The company can choose between internal or external coaching. When selecting the right coach, shared diversity characteristics (such as gender, age, and ethnicity) can increase their effectiveness as role models.
Internal coaches are often assigned on a project basis or in an indefinite supervisory position. The focus of internal coaching typically lies in the development of professional competencies. Regular “feedback walks” can strengthen trust within this coaching relationship.
External coaching often takes place in a time-limited setting and is more strongly focused on personal development. The clear advantage here is that coach and coachee are not in a dependent relationship.
Coaching is one of the most widespread measures for individual career development. Sharing know-how and experience in combination with efficient training methods and constructive feedback, coaching can increase a wide range of professional, social, and self-competencies. Besides the extensive improvement in qualifications, successful coaching also has a positive impact on self-confidence. Personalized support from coaches with similar diversity characteristics can help realize coachees’ potential and increase their impact on innovation processes.