When you collaborate with an organization coach, you may come across a few challenges. Listening openly, being honest and courageous, and not trying to fix things can be difficult if you and the coach have a prior working relationship. If the person doesn't recognize the need for change, it can be hard to get them to take action. To help them understand the situation better, you can suggest a 360-degree evaluation.
This will provide more data points than just your own opinion and can make the coach less defensive and more aware of themselves. If additional contributions from other people don't work, it's best to move on. First, explore with them if the goal is the right one and make adjustments if necessary. The second option is to pressure them to commit by asking a Likert scale question.
For example, you could send an email asking if they would like to consider having Bob Hancox and yourself come to their organization to develop their team's training skills. Evaluations are essential in order to determine if coaching is really making a difference in the organization. However, coaching within an organization has more restrictions and may not allow people to choose all possible options due to the organization's agendas.
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