TRaining and Coaching

One of your prime functions as a manager is to develop those reporting to you so that they attain their maximum potential and productivity for the organization and themselves. There are many different ways individuals learn based on improving their skills


- which can be developed through coaching

- which can be taught

- which can be learned from an expert

- which can be reviewed by looking at past behaviors


Organizations may use all four methods to assist the development of their employees. Managers are increasingly expected to be able to competently perform each of the four 'learning' roles - trainer, coach, mentor, and counselor - for their team as the need arises. Expecting every manager to be able to perform each role to the same level of competency is in many ways unreasonable. Organizations often poorly equip managers to perform these roles and offer little guidance as to how best to perform the role. This is where we from the European Business Club can assist and help you to understand how each form of learning operates, the differences between them and ensure your behaviors match the role you need to perform in order to meet your business as well as personal objectives. The ways in which the coaching and training roles approach learning are quite different.


  • Performed in group setting
  • Trainer controls process & content
  • Trainer directs learning
  • Trainer applies role-plays for skill testing

Training is principally directive: it is driven by the trainer, who will control most of both the process and the content in order to transfer knowledge or develop a new skill as efficiently as possible. The effectiveness of training depends on the competence of the trainer and the aptitude of the trainee for the subject being taught.


  • Performed in one-on-one sessions
  • Coach does not own content
  • 2-way interaction
  • Coach controls process through questions

Coaching is driven by questions addressed to the coachee, who then explores what they already know, but in a way that would probably not occur to them without the guidance of a coach. The coach controls the process, but for it to be really effective, the coachee has to own the content.

Although they are distinct activities, training and coaching can work well when used together. One obstacle encountered in business education is the difficulty of transferring skills and enthusiasm from a training course to the workplace. Coaching can be an excellent way of helping people to apply what they learn from a training course and incorporate it into their day-to-day work.

The initial assessment for an individual case is available to all members as part of our networking and general services. Additional fees on an individual consulting basis plus third party vendors have to be agreed on based on breadth and depth of your needs.