- Posted by Vidcruiter
- On November 16, 2012
- 0 Comments
- applicant hiring system, applicant recruiting system, recruiting platform, talent management system
Coaching and training are both part of employee empowerment. Training and development does not limit itself anymore on the context of trainer-trainee relationship but also applies and the coach-coachee relationship on its programs. But what are the defining lines? In today’s rapid evolution of training methods the line between training and coaching is all blurred up that many could not really understand when the one ends and the other continues. Why is it important to dig deeper on both? Not all KSA (knowledge, skills and abilities) transfers can be done effectively through the trainer-trainee context. In fact stopping short on training for the transfer of knowledge, skills, and attitude can be limiting. Coaching is considered by many HR professionals as part of HR best practices as far as leadership training is concerned.
What is training?
Training is basically a method of passing on learning inputs through proven and tested avenues like training sessions, focus group discussions and interactive learning software. Training is often boxed in as a learning event, a program or module developed from a comprehensive training needs analysis. It is effective in addressing a pressing gap in KSA’s and putting a number of people through a learning activity that will hopefully help them get the inputs that they need, retain these inputs, and have it applied in their daily function. Training programs can be technical or “soft” in nature – able to pass on specific competencies in one sweep. Training however is often a one-size-fits-all learning program that might not be as effective in targeted and focused learning. The knowledge transfer can go through a lot of assumptions and the learning might even be left out to decay overtime without a solid follow through program.
What is coaching?
Coaching on the other hand is a transfer of knowledge with no assumption of expertise or mastery from the coach. The coach is a facilitator of learning, not an active agent. There is no actual teaching, but the coach assumes the role of a learning partner, with the coach asking key questions and the coachee answers in response. These questions however are directed towards learning key concepts. With coaching the goal is to get the coachee to a level of complete understanding of concepts – but the progress towards accomplishing this goal is completed by the actions of the coachee alone. Coaching is guiding the mental processes of the coachee to get to a specific level of competence.
The defining line and the merging of training and coaching
Training teaches while coaching guides. Training is a general program, coaching is a person to person learning engagement. Training can pass on massive amount of knowledge in a single run, coaching focuses on quality of knowledge being passed. The reality is both training and coaching are powerful ways to improve people at work. Understanding where the other can pitch in towards the completion of learning goals is the key to successfully use both together. In the case of succession planning, training can build up the foundation of leadership skills, while coaching is used in molding and strengthening leadership traits of candidates. What you get is a solid learning program for developing leaders in the organization.
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