Training transfers desirable knowledge and skills, coaching instills learning and enthusiasm from training to the workplace in a more sustainable and influential way. In general, training can be used to improve a specific skill in a short time. Guidance usually takes longer, while mentoring can last several years. Good managers will realize that while some employees may need nudges to get out of their comfort zone, there will be times and some employees who will resist a particular training method and require a different approach.
They define the practice of coaching as “collaborating with clients in a creative and stimulating process that inspires them to maximize their personal and professional potential”. Although training and coaching are two different concepts, they go hand in hand to develop a person's potential. However, you can also use the course as a way to present your long-term services, whether related to coaching or mentoring. Although training employees in new areas and trying to teach them new skills is very beneficial for their personal development and for the set of skills they can bring to their jobs for the benefit of the company, it is vital that managers do not allow them to forget or lose the skills that they have already been taught in previous training sessions.
In previous posts on the Connect2lead blog, we have examined how coaching and mentoring are different disciplines, as well as the differences between coaching and management. One of the most common and effective methods for training and imparting knowledge to others is to demonstrate the actual task or tasks that they are being asked to learn and then supervise them as they carry out the task in the same way. Employees receive training to teach them skills, with orientation sessions so that they can use them to their full potential. While coaching and training are two different things, they are often used together to truly develop the capacity of an employee or employees at work, so that they can contribute more to the company's success.
Group coaching is the process of working with groups of people to help them achieve their goals and aspirations. If the coach is receptive and actually does, you're much more likely to see real change and growth in your behavior. Coaching often fails to realize its full potential because “coaches aren't actually training. Role play is a tool that many managers and trainers around the world use with good results when it comes to developing the skills and, in particular, the confidence of their employees to play a certain role at work.
Obviously, managers are very busy people and, from time to time, situations arise that require their immediate attention and can cause a coaching session to be delayed or postponed. Instead of teaching them new things, as would happen in the case of training, coaching sessions and, in particular, business coaching are mainly taught by the workers themselves, who use the knowledge and experience of the business coach to find solutions to problems on their own.