DISTINGUISH BETWEEN
TRAINING AND COACHING
I have found when I do programs to train people who need to fulfill the role of coach in their firm that many people use the two terms almost interchangeably and may not understand the distinction between coaching and training. Here is an explanation of the differences .
Training is generally thematic; it has a beginning, middle,
end. There is a course of study, and it is usually done in a group,
which can be small or large. Training frequently offers immediate, or
almost immediate answers to the learner. In a training session, it is
the trainer's responsibility to engage the learners with the content
of the course and make them participants. The learners' responsibility
is to participate. The trainer may not be the only expert in the room,
and adult learners can learn from the other participants' experiences.
The training activities may involve case studies, role plays, hands-on
exercises, group activities, and other interactive activities as well
as lecture.
Coaching is done on a more personal basis; one-on-one, or
in small teams. It is often "big picture," can be very open-ended,
and it often helps a person deal with organizational issues and behavioral
issues, even if these were not the primary focus initially. Coaching
is evolutionary. It can be and often is transformational. Coaches need
to get themselves and their egos out of the way. They need to focus
on one-on-one relationship building and trust-building. A coach serves
as a champion for the person being coached and works in a cooperative
effort with the "coachee" to discover unique or particular
talents and make the most of them. A coach observes, questions, challenges
and can also be a sort of "partner" to help identify vision
and goals and the actions needed to achieve them. The coachee shares
a good deal of feelings, desires, and fears with the coach in order
to be able to receive help.
©"The Rainmaking Machine"
by Phyllis Weiss Haserot, 2002
In training, the trainer designs the agenda; in coaching the client/coachee has the major responsibility for choosing the focus, and the coach helps to shape and hold the coachee's focus on the agreed upon agenda, which often evolves and can shift over time depending on situational needs.
The Ken Blanchard Companies define coaching as intentional (??) that creates a compelling environment for growth and effective action.. It takes place in a confidential environment in order to discover obstacles to success and leverage strengths, maximize performance, and align personal and organization objectives.
A few other distinctions:
While many coaches feel somewhat like therapists as they listen to their clients' issues, and coaching can be therapeutic, it is not therapy. Coaches, particularly those not trained and qualified as therapists - not psychiatrists, clinical psychologists, MSWs (Masters of Social Work) - need to be careful not to cross the line. As master coach, Bob Davies, defines it, "the focus of coaching is identifying target performance and developing strategic actions and thinking processes that will move toward the achievement of those target goals.
To contrast consulting and coaching: Consulting
provides answers and expertise in a specific area, while coaching assists
clients to discover their own, unique answers. In professional firms,
both in-house and outside coaches may be asked to provide answers as
well.
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