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Having followed the path of being an auditor from my very first role in 1998, the awakening to pursue coaching 15 years later was something I followed with enthusiasm and worry in equal measure. Ever since then, I have always ‘felt at home’ whenever I was coaching individuals and helping them delve deep to discover their limiting believes, sabotaging thoughts and inhibitions that were preventing them from reaching their full potential. Likewise, I have always ‘felt a buzz’ every time I was deep into an audit, connecting the dots, discovering patters and trying to ascertain what was preventing a team or an organization from implementing and maintaining a strong controls posture to manage its key risks.
Over the last 10 years, drawn to both disciplines, I have given a lot of thought about how the understanding of human psychology and behaviour could be applied to enhance internal auditing in an attempt converge my two worlds. In the last 15 months, my journey in exploring this convergence has been intellectually and emotionally rewarding and something I continue to look forward to.
As part of this exploration, I have thought about the similarities between internal audit and coaching and here are some thoughts about this.
In the realms of corporate governance and personal development, two seemingly distinct disciplines converge in their pursuit of excellence. Internal auditing aims to ensure the effectiveness of an organization’s operations, while coaching seeks to unlock individual potential. Despite their apparent differences, both share a crucial commonality – a relentless quest for uncovering the root cause.
Let’s explore the illuminating similarities between internal auditing and coaching and how both disciplines navigate their respective journeys to unveil the underlying issues that hinder progress and growth.
1. Contextualizing Internal Auditing and Coaching
Internal Auditing: Internal auditing is a systematic and independent examination of an organization’s processes, controls, and financial transactions. The primary goal is to assess whether the organization’s risks are appropriately managed through internal controls and whether its operations comply with policies, standards, and legal requirements while also identifying areas of improvement. Internal auditors often delve deep into various departments, reviewing data, interviewing personnel, and scrutinizing records to understand how the organization functions as a whole.
Coaching: Coaching, on the other hand, focuses on the individual, helping them reach their full potential and overcome personal and professional challenges. Coaches provide support, perspectives, and constructive challenge to enable clients to gain self-awareness, set goals, and develop strategies to achieve them. A successful coaching relationship involves asking powerful questions, active listening, and creating a safe space for clients to explore their thoughts and feelings.
2. Root Cause Analysis – The Common Denominator
At the core of both internal auditing and coaching lies the crucial concept of root cause analysis. In both disciplines, identifying the root cause is key to understanding the underlying issues that impede progress and performance. This shared focus on identifying the fundamental source of problems draws internal auditing and coaching closer together than initially perceived.
3. Probing Beyond the Surface
Internal Auditing: In internal auditing, auditors are trained to look beyond surface-level issues. When they encounter a problem or inefficiency, they resist the temptation to address only the symptoms. Instead, they dig deeper, asking questions such as “Why did this happen?” or “What led to this situation?” until they reach the underlying cause.
Coaching: Coaches are also skilled at guiding individuals past superficial concerns. They encourage clients to reflect on their behaviors, beliefs, and values to understand the root causes of any challenges they face. By asking thought-provoking questions, coaches help clients gain insights into their motivations and thought patterns, leading to transformative self-discovery.
4. Objectivity and Feedback
Internal Auditing: Internal auditors pride themselves on impartiality and objectivity. They present their findings based on factual evidence, devoid of personal biases. This approach ensures that organizational issues are addressed without favoritism or prejudice.
Coaching: Similarly, coaches maintain objectivity throughout the coaching process. They hold a mirror up to their clients with honesty and transparency, ensuring that clients receive insights that may be difficult to accept but are crucial for growth.
5. Collaboration for Solutions
Internal Auditing: Internal auditors collaborate with various departments and stakeholders in the organization to implement solutions. They recognize that resolving issues requires a collective effort, and their recommendations are tailored to align with the organization’s broader objectives.
Coaching: Coaches collaborate with clients to co-create actionable plans for personal development. The coach-client partnership ensures that the client takes ownership of their growth and feels empowered to take the necessary steps towards positive change.
6. Continuous Improvement
Internal Auditing: The internal audit process is cyclical, with organizations constantly striving for continuous improvement. Recommendations from internal audits serve as a roadmap for refining processes, enhancing controls, and optimizing efficiency.
Coaching: Coaching also emphasizes continuous improvement. As clients progress towards their goals, coaches help them adapt their strategies, celebrate achievements, and set new objectives to continue their growth journey.
Conclusion
Internal auditing and coaching, though distinct in their domains, share a profound similarity in their quest for root cause analysis. By probing beyond the surface, maintaining objectivity, and fostering collaboration for solutions, both disciplines bring clarity to the issues faced by organizations and individuals alike. Recognizing the parallels between these two practices can lead to greater synergy, enabling businesses to nurture a culture of introspection and personal development that fosters long-term success.
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