Coaching refers to a method for training, advising, or instructing an individual or group on how to develop skills to improve their productivity or overcome a performance problem. The supervisor is called a coach, while the student is called a coachee. Listening is a good addition to the list, especially when combined with flexibility. Good coaches can really hear what the participant is saying and understand some of the emotion behind it. This allows them to have the opportunity to adapt the training experience to the needs of the training room.
And the opposite is true: some training skills can be used well in the training environment. Of the many, my favorites are detachment, awareness of time and next steps. Next steps: standard in training, but sometimes hasty in training. Leaving between 10 and 15% of the training session to explore the next steps and points of view is very helpful.
It's one of the things that sets coaching apart from “just a good talk”. Online training has become very popular over the past 15 years. Apparently, it has many benefits that make it a viable alternative to face-to-face training. When an organization approaches me for training or training, there can be confusion between the terms training and training and what to expect from each one.
I thought it might be useful to clarify how I see training and training and how I create the contexts for each of them, the types of training and what kind of results are the result of training and training. I separate training into three categories depending on the objective. Training objectives are usually external to the individual and are based on the objectives of the organization. However, coaching is a process that applies to a variety of categories and may or may not involve practicing skills. Its success depends on the dialogue between the client and the coach, along with practical training strategies to achieve the client's goals more effectively.
It's a combined effort of the client's goals, the coach's abilities, and the client's willingness to be open and accessible. Both training and training can be delivered virtually, in person or in combination. Coaching is more complex and fluid than training. For professional development, coaching is like learning a sport or how to play an instrument.
Managers and business owners typically need around 12 one-on-one sessions to see real change. Around the 8 reference sessions, there is often a significant change in perception, attitude and the way in which the person relates to others. Training materials and supports will vary from person to person and there is no established curriculum because it is based on individual work, professional, interpersonal or business objectives. Another consideration: group coaching programs exist, but they are usually a mix between training and individual training and are aimed at getting the whole group to learn a specific set of skills, such as learning to trade or starting a business.
Organizations that invest in both training and coaching achieve sustainable long-term results, but only if they realize that the organization itself will have to be responsive and participate in changes as the group of fellows begins to introduce changes in their behavior. Marie Gervais, PhD. Bilingual
(l), Cedip. Through her company, Shift Management, Dr.
Gervais provides management training and development to companies and industries through online courses and web training. Its certified online course, Supervisory Leadership, uses small-group training combined with applied online content to make participants set goals and create habits of excellence in the workplace. Gervais' work has earned a reputation for integrating and including a diverse workforce and she is a sought-after speaker, writer and curriculum developer. Shift Management's digital and multimedia resources on diverse topics have been successfully implemented in many populations and contexts. Obviously, managers are busy people and, from time to time, situations arise that require their immediate attention and can cause a training session to be delayed or postponed.
Training and training sessions are much more effective when they are carefully planned with predetermined objectives and given a sufficient amount of dedicated, uninterrupted time. The possibility of growth, development, change and new approaches is possible both through training and training. Coaching, on the other hand, is a development strategy based on having individual access to an experienced person, in other words, a coach. Marie Gervais, doctor and executive director of Shift Management, specializes in helping employers train their managers to lead, making workplace learning interactive and online, and mentoring them to achieve emotionally balanced performance. He runs an accredited coach training organization, Love Your Coaching, which offers coaching degrees.
It is useful to reflect, learn and maintain learning records about coaching and training as two distinct processes. In fact, in most organizations, both coaching and training are organized by learning and development departments. Coaching is highly relational and the best thing is to do it in real time, since you can do it remotely, but ideally you should meet at person.
