In today’s fast-paced, ever-evolving work environment, professional development is no longer a nice-to-have — it’s a must. Organisations are investing more than ever in learning and development (L&D), with global L&D spending reaching over $370 billion annually. But despite these investments, one common dilemma still plagues many decision-makers:
“Do we need coaching or training for our team?”
❗Spoiler alert: they’re not the same thing.
And if you treat them like they are, you might be missing out on the full potential of your people.
Let’s break it down.
Coaching
Think of coaching as a GPS — it helps individuals navigate their unique journey, steering them toward growth, clarity, and confidence. Coaching is often used to unlock potential, shift mindset, and develop leadership capacity.
According to the International Coaching Federation (ICF), 86% of companies report a positive return on investment from coaching, and 70% of individuals who receive coaching experience improved work performance and communication.
Coaching is most effective when:
- A team leader needs support with confidence, emotional intelligence, or strategic thinking.
- An employee wants to strengthen their soft skills, like communication, time management, or decision-making.
- A team is navigating change, restructuring, or internal conflict, and needs a safe space to realign.
“Coaching is unlocking a person’s potential to maximise their own performance. It is helping them to learn rather than teaching them.” – John Whitmore
Training
Training is your classroom model — systematic, organised, and designed to transfer knowledge or develop specific skills. It’s ideal when you need to standardise information across a group.
Training is perfect when:
- A new tool, process, or system is being rolled out.
- There’s a clear skills or knowledge gap (e.g., sales techniques, report writing, software usage).
- You’re onboarding new team members and need to get everyone aligned quickly.
But here’s the thing — training alone isn’t always enough.
The Magic Happens When You Blend Both
Your team doesn’t just need to know what to do. They need help understanding why it matters and how to apply it effectively. That’s where a training + coaching hybrid makes the biggest difference.
💡 “Training gives people a map. Coaching helps them walk the path.”
For instance:
- A sales team might receive training on how to use a new CRM (Customer Relationship Management tool), but they’ll need coaching to overcome resistance, stay motivated, and embed new habits.
- A group of emerging leaders might go through leadership training, but they’ll only truly grow when they’re individually coached to develop self-awareness, confidence, and the ability to lead with empathy.
When you blend both approaches:
- Information turns into insight.
- Knowledge becomes wisdom.
- Performance evolves into potential.
Ready to Build a Team That’s Skilled and Self-Aware?
If your team is stuck in a loop of “training sessions that don’t stick” or “coaching that lacks direction,” it might be time for a smarter approach — one that combines the structure of training with the depth of coaching.
Let’s design a hybrid solution tailored to your team’s goals, challenges, and context.
📩 Reach out for a discovery call today.