Training Vs Coaching
When training is sought, there is normally a gap in either knowledge, skill or attitude (or ability). Training immediately addresses gaps in skill and knowledge but very rarely addresses gaps in attitude about a certain skill.
There are seven main stages to realising, seeking, providing and evaluating training. Unfortunately, the basics are generally provided (often outsourced), and the more detailed requirements overlooked. Part of these is proper evaluation and extended learning to ensure quality ROI (return on investment) and PI (performance improvement).
Quality performance is not possible unless the learner consciously decides that it is of benefit to them and have a progressive and positive attitude about the tasks being performed.
Training will always focus on the task, skill or job to be learned. Coaching takes a step beyond this, and becomes a powerful compliment to Training.
According to research, the retention rate as a result of Training lies at about 20% – depending on which sources you check. If followed by Coaching, the retention increases dramatically to over 80%. This pretty much follows the Pareto Principal. It is also claimed that Coaching can increase ROI to 6-1.
“Training” essentially means teaching a person a particular skill or type of behaviour through regular practice and instruction.
“Coaching” is an interactive structured conversation between the Coach and Learner, whereby the Coach empowers the Learner to seek discover their own answers.
Training is about the acquisition of skills and is often too generalised to provide a fast ROI. Coaching on the other hand, focuses on the needs of the Learner within their own context. Reflection is a big part of the Learner’s deveopment, and very much focuses on attitude – the third element described at the beginning of this post. With a faster change in attitude, this increases the speed at which ROI is realised.
“Tell me and I will listen, show me and I will remember, involve me and I will understand.” – Confucius
The key skills of a good coach are listening and questioning, whereas in training, it is more about demonstrating a task and then the learner practicing. By involving the learner in their own learning – they are essentially educating themselves, and will be empowered to retain what they have learned, normally through a fundamental positive change in attitude. This sets the tone for better retention, improved attitude, increased productivity and higher ROI ratio.