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Coaching Skills: Training v CoachingArticle Summary: Coaching and training are both concerned with raising performance and are often delivered by the same people in organisations. But when should we use coaching and when should we use traing or does it even matter?
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"You've done some of that coaching stuff; see if you can put a training session together for the rest of the team"
"There's not much classroom training going on in the summer, so put yourself about and do some [url=http://www.lotogame.fr/hollisterfrance.php]www.lotogame.fr/hollisterfrance.php[/url] one to one coaching instead"
"I like that coach we hired, see if [url=http://www.footdedemain.fr]jordan[/url] we can get her to deliver the customer service workshops"
Whilst I won't pretend that they are [url=http://www.tesangay.com/barbour.php]barbour deutschland[/url] direct quotes, these senior management style comments do serve to illustrate the foggy understanding of the differences between training and coaching and suggest some of the difficulties that might be encountered in moving from one discipline to the other. They also suggest that those who commission or purchase training and coaching are unclear [url=http://www.piktor.fr/hollister-france/]hollister france[/url] of the differences and risk using the wrong tool for the wrong job.
Coaching is not training one to one ("Sitting by Nellie") and training is not group coaching. While both are ultimately concerned with making people bigger and better at what they do, training [url=http://www2.ic-net.or.jp/~mogu/bbs1/fantasy.cgi/summary/image/fantasy.cgi%22]www.riad-marrakesh.fr 10 Reas[/url] is a teacher centred approach best deployed when a performance gap to do with a lack of knowledge or skill has been identified. A good example would be providing training to a salesperson with a poor record of upselling because he has a poor grasp of the finance options or has never been taught the various accessory packages his dealership offers. Coaching on the other hand is a learner centred approach that is best used in addressing performance gaps that are to [url=http://www.mxitcms.com/abercrombie/]abercrombie milano[/url] do with attitude or state of mind. If our salesman knows his product range and sales techniques inside out and backwards more training is not going to help. If he is experiencing fatigue, boredom, stress, lack of focus, etc., coaching is what he needs.
Classroom trainers have always been asked to carry out one to one [url=http://www.batfriendtrust.it]hogan outlet[/url] training when [url=http://www.piktor.fr/abercrombie-pas-cher/]abercrombie pas cher[/url] the need arises and that practice still happens. The [url=http://www.pollinate.it/category/moncler-outlet-online/]moncler outlet online[/url] problem is calling this activity coaching. I was once invited to sit in on some coaching taking place in a contact centre. This comprised a sales trainer listening to an adviser's customer call and then pointing out the sales leads that had been missed and the mistakes that had been made. The adviser listened dutifully but didn't learn a lot and was left to raise his performance by "trying harder". This is not coaching. At best it is feedback, at worst it is destructive criticism.
What if we want our trainers to be coaches too? Trainers know about engaging the learner by asking questions, differing speeds of learning, adult learning styles and so on. The [url=http://www.montresidole.fr/category/doudoune-moncler-france/]doudoune moncler france[/url] good news is that as coaches they will definitely need to be drawing on their skills in these areas.
Unfortunately a lot of other things [url=http://www.villacannizzo.it/category/hogan-outlet-milano]hogan outlet[/url] they do as a trainer will be counter productive as a coach. The most obvious examples being instructing and telling. In training - particularly technical training - these are vital skills and we use them to pass on information and check that we have been understood. When coaching we're more concerned with helping learners find their own way forward and are probably best advised to avoid instructing and telling as far as possible. This is because when we tell or instruct we assume responsibility for making the learning happen, we deny our learners the opportunity to think for themselves and we end up simply passing on our recipe which is unlikely to quite as appropriate for our learner anyway.
A wish to help people achieve their own aims is a useful beginning but the best advice for the trainer cum potential coach is to undertake some formal coaching skills training. The options available for doing so are many and various and outside the scope of this article. My [url=http://www.geol.sci.hiroshima-u.ac.jp/~environ/cgi-bin/lightlight.cgi?res=143637]doudoune moncler soldes Do yo[/url] recommendation would be to start [url=http://www.lotogame.fr/hollisterfrance.php]hollister pas cher[/url] by articulating exactly what you want your coach training to do for you; as precisely as you can before looking at what [url=http://www.accrh.fr]doudoune moncler[/url] the different providers offer.
Matt Somers Article Feed :
Matt Somers is the author of Coaching at Work (John Wiley &amp; Sons, 2006) and Instant Manager: Coaching (Hodder &amp; Stoughton, 2008). His consultancy practice is obsessed with helping managers become coaches and achieve the results that coaching promises. To get your FREE guide "Coaching for an Easier Life" visit [link widoczny dla zalogowanych]