|
We often experience misconceptions regarding the differences between
these two disciplines and offer the following for information:
| Training |
Coaching |
| Group or one to one |
One to one |
| Instruction / tell facts |
Questioning to draw responses |
| Blanket content (scripted) |
Content flexible dependent upon coachee's skill levels |
| Assumptions made re knowledge levels |
No assumptions |
| Off the shelf |
Tailor made to individual |
| Mono-pace |
Allows coachee to drive pace |
| Classroom based |
On the job |
|
When applying knowledge and development 'across the board' then clearly
training is the answer and is especially appropriate for new concepts
and systems.
Coaching however can be an economical alternative if the delegates have
varying levels of knowledge and skills. Not all individuals respond well
to the 'sheep dip' approach.
Coaching also adds value in backing up training as new skills are often
required to utilise the knowledge effectively. It is also worth remembering
that people develop and different rates.
If in doubt apply this rule...
 |
Knowledge gap = Training solution |
|
Skills gap = Coaching solution |
A recent study (by a blue chip financial services organisation) set out
to discover whether a personal coaching programme to back up classroom
training was effective in increasing sales. Based upon 3 months following
training, versus 3 months prior, the following information outlines the
findings;
|
Control Group 4%Sales increase. |
|
Non coached delegates 8% sales increase. |
|
Coached delegates 27% sales increase. |
|
