Have you ever attended a fantastic training session, walked away feeling inspired, but weeks later realized… nothing had really changed? You’re not alone.
Research shows that up to 85% of learning from traditional training is lost without follow-up support. That’s not because training isn’t valuable — it is. It’s just not enough on its own to drive lasting behavior change. That’s where coaching comes in.
Coaching is the catalyst that turns knowledge into transformation. It’s not just about delivering content; it’s about unlocking potential. Let’s explore the three key differences between training and coaching that make all the difference:
Training often takes a one-size-fits-all approach: the same material for everyone, regardless of their unique challenges or needs. Coaching, however, is a deeply personalized process. It digs beneath the surface to uncover the thoughts, limitations, and beliefs that shape behavior — and often hold people back.
One of the most common limiting beliefs I encounter as a coach is: “I can’t delegate because it’s faster and easier if I just do it myself.”
This belief is often rooted in perfectionism or fear of losing control. In a training session, this might be mentioned briefly as a general concept. But in coaching, we unpack it:
Through this process, the client often realizes their approach isn’t sustainable and is actually holding back their growth — and their team’s. That “aha” moment becomes the foundation for behavior change.
This level of self-awareness simply isn’t achievable in a traditional training setting.
Think about learning a new skill, like playing the piano or mastering a sport. You wouldn’t expect to excel after just one lesson, right? Yet, we often expect training alone to transform workplace behaviors.
The reality is, lasting change requires consistent practice — and that’s where coaching shines. While training is often a one-time event, coaching is an ongoing process. It provides regular touchpoints to:
For example, a leader learning to delegate might start small: assigning one task to a trusted team member. During coaching, they reflect on what worked, what didn’t, and how they felt about relinquishing control. Over time, these small wins build confidence and create lasting habits.
Training delivers knowledge. Coaching delivers transformation.
The ROI of coaching is undeniable. In one study, companies saw a 529% return on investment from coaching due to improved performance, engagement, and productivity. Why? Because coaching doesn’t stop at teaching — it ensures people apply what they’ve learned.
Coaching provides:
When leaders are coached, they don’t just learn — they grow. And that growth ripples out to their teams and organizations.
To be clear, training has its place. It’s excellent for introducing new concepts, building foundational knowledge, and creating a shared language within teams. But if you want real, lasting change, training alone isn’t enough. Coaching takes it to the next level.
For organizations looking to maximize their investment, the most effective strategy is integrating the two:
If you’re ready to move beyond training and start transforming behaviors, it’s time to explore coaching. Whether you’re looking to develop leaders, increase engagement, or boost performance, coaching can help you achieve measurable results.
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