In the world of workplace adjustments, there are many different products and services being offered. One area that commonly causes confusion is the difference between training and coaching. People frequently misinterpret the difference, leading to a blending of two services. A simple yet effective explanation that helped me understand the nuances came from Julien at Coaching Hub, who outlines the objectives of each: Training focuses on knowledge transfer, while Coaching focuses on self-discovery.
You might ask ‘why do I need to know the difference between the two?’ The answer to that question is simple, it enables you to choose the appropriate approach for your organisation, rather than wasting time and resources on a service that isn’t effective and/or suitable for the needs of your organisation/employee.
Training services tend to be significantly clearer cut when compared to Coaching. It can be provided in both one-to-one and group settings. In the most simple form, Training looks to teach a new skill and/or provide information about specific topics. An example that could be used in relation to Workplace Adjustments would be neurodiversity awareness training; this service aims to teach a group of employees/line managers about neurodiversity.
Examples of topics covered in such a session might be;
–An exploration of the neurodiversity being focused on e.g. ADHD
-Strengths, Challenges, Common characteristics and workplace barriers
-Legal and business case for creating a neuroinclusive workplace
-What are reasonable adjustments for the neurodiversity(s) and how to provide them
-Individual response e.g how to support neurodiverse colleagues
-Organisational response e.g reasonable adjustments advice and information on Access-to-Work
Although training can be tailored to an organisation’s specific needs, it is key to remember that it often follows a structure with the goal of providing a solid foundation for the client to build on. In the case of the example above, this training solely focuses on providing an organisation with information to create a clear understanding of neurodiversity in the workplace and it’s impact.
What is training?
What is coaching?
Coaching is primarily a one-to-one service, although there are some exceptions i.e co-coaching. It focuses on exploration and self-discovery of knowledge and building on existing skills to find solutions. This isn’t to say that coaching is completely void of learning new skills, this may be included in the process but it is much more than that.
Using a combination of non-directive and directive conversation and thought provoking questions, coaching primarily supports the user to refine their pre-existing knowledge and skills to find their own solutions. It is more of a discussion-based approach in comparison to training where the sessions provide immediate information/answers.
A straightforward way to explain this is by using a basic example of workplace coaching for someone with dyslexia. The GROW model, outlined below, consists of four steps.
G – Goals:
The coach and coachee will explore the goals of the client – e.g. The client is finding it challenging to manage the large amount of emails received.
R – Reality:
This step is about encouraging the client to explore what their situation is – e.g. They may explain that their dyslexia effects their reading speed and slows them down or they get overwhelmed and shut down.
O – Options:
What options does the client have? – The coach will combine their own expertise with the client’s to explore options; could an assistive software such as Read&Write help for reading back emails or do they need a strategy for time management?
W – Way forward / Will:
What is the way forward/what will the client do? – This step is a collaboration between coach and coachee to figure out what options are the best suited for the client, it’s a plan created from both parties input, not just a one-sided explanation.
As shown in the example above, coaching promotes personal growth and self-learning, rather than focusing on a transfer of knowledge like we see in training services.
The learning of a skill i.e. how to use Read&Write to assist with the client’s struggle may be part of the journey, but it is not the final product. The service is an ongoing journey between coach and coachee, building on what they already know and refining their skills or knowledge.
Coaching vs. Training: A Quick Comparison
To summarise the above, it is easy to see why both coaching and training are often confused. The services are both educational in a sense, and can tend to overlap in places. However the key difference lies in how it is delivered. In training we see new knowledge and skills being explicitly taught in order to build a solid foundation; Coaching on the otherhand focuses primarily on building on these already existing foundations of knowledge and skills, in order to promote personal growth.
Looking for more information?
Every organisation is unique, and so are its people. No two journeys look the same!
That’s why our offer is always tailored to your organisation.
Our journey together begins with a conversation. Get in touch with the team to find out more about Training and/or Coaching to see how we can support you on your workplace inclusion journey.
01223 608 491
commercial@neurobox.co.uk Our Coaching Services
Workplace Strategy Coaching
Our bespoke one-to-one coaching equips employees with the strategies needed to overcome barriers in the workplace and develop skills.
Co-Coaching
An opportunity for you and your manager to discuss areas of strength and challenge together, improving understanding, collaboration and communication.
One-to-One Neurodiversity & Disability Coaching for Managers
Our one-to-one course is ideal for new or experienced managers who have neurodivergent or disabled team members.
Our Training Services
Neurodiversity Awareness Training
Our Group Neurodiversity Awareness Training supports staff to become more aware of the needs of their colleagues with neurodifferences, such as dyslexia, dyspraxia, dyscalculia, dysgraphia, ADHD, and autism.
Disability Awareness Training
Our group Disability Awareness Training in the workplace enables employees to become more aware of the needs of colleagues with disabilities and long-term health conditions.
Assistive Technology Training
We provide a remote or face-to-face training programme that’s tailored to your specific learning style, job role, and challenges. This means you can access the benefits of the technology and effectively apply them to your job role.
About the author
Mike joined the neurobox team in 2022 as Client Relationship Manager and has recently transitioned into a role in Marketing.
His current role as Digital Marketing Executive has him focused on web development, SEO and social media channels; with the goal of promoting neurobox’s digital presence.
Related readings
What’s your Strength – The Neurodiversity Pack has Arrived
