Managers often use the terms “training” and “coaching” interchangeably. This leads to a lot of confusion for both managers and employees and makes it difficult to evaluate the outcomes of each.

Both training and coaching have their place in every organisation. Understanding the main differences between training and coaching can help managers make sure they use the right tool for the right tasks. If they can do that, everyone benefits. In the following blog, we are going to highlight the key benefits of training and coaching respectively.

Training & its benefits:

Over the past few years, leading organisations have invested heavily in employee training and development because the benefits of training to employers are immense and diverse. Employee training has recently become a vital business strategy not only to retain employees but also to create a skilled workforce for the future.

Greater productivity

A well-trained employee usually shows greater productivity and higher quality of work output than an untrained employee. Training increases the skills of the employees in the performance of a particular job. An increase in the skills usually helps to enhance both the quantity and quality of output.

Higher job satisfaction

There are many advantages of training and development for an organisation, but the benefits of employee training and development also impact employee career growth. When employees sense that their employer is helping them to improve their skills and knowledge base, they feel motivated, and this increases their job satisfaction and morale.

Competitive edge

Training can deliver short-term gains in terms of equipping staff members with the skills they need to embrace new techniques and procedures. This ensures your organisation keeps pace with the rest of the field – or, if you are the first to act, steals a march on its competitors.

Coaching & its benefits:

Coaching employees is about creating a shared understanding of what needs to be done and how it is to be. Unlike sports, with coaching employees, the coach doesn’t take an authoritarian approach but instead looks to collaborate with the employee to identify, target, and plan for better performance.

Deeper impact

Corporate coaching isn’t just about improving an individual’s skills in the workplace; it takes learning to an even deeper level. Through coaching, an individual can learn more about themselves, find out how others perceive them and improve on areas of their personalities that they are not satisfied with.

Versatile approach

Training programmes typically happen every so often, and might not be at the right time or place for the learner. Coaching is more flexible and more comfortable to arrange, so it can be made available as and when required.

Improved communication

Adopting a conversational coaching style in your workplace encourages positive communication between all members of your organisation.

Whether it’s having honest discussions about any issues at work, or voicing ambitious ideas to board members, coaching makes it easier for employees to speak out and tackle problems head-on.

Coaching embodies everything about training and much, much more. It’s more of a whole picture approach while still being highly individualised. What coaching teaches has profound effects that make a contender better at life in general, and it shows in every aspect. To learn more about the benefits of coaching and training, visit us at