There is a vast difference between “training” people and “coaching” them. Too often individuals that need coaching are subjected to training. By using the wrong technique, it creates an environment that is counter productive and combative. The opposite also holds true when we try to coach someone who needs to be trained the same result of confrontation and frustration will happen.
It is critical that we ask why would an individual who stands to gain immensely from improved production not be excited and open to this opportunity? At some point we must question the process instead of blaming the individual.
|Transfer Knowledge||Enhance Knowledge|
|Most often group setting||Usually 1-1|
|Frequently off site||Usually on the job|
|Often for new hires||More often with experienced employees|
|Usually structured||Usually unstructured|
|Depends on telling||Depends on asking|
|Learning focused||Development focused|
The above chart gives an opportunity to define which type of approach is best for the person and apply the proper techniques. By creating the proper environment, we create a higher chance for success, we form a collaborative effort committed to the goals of the team.