We’ve all been there: participating in a training session, listening to a presentation, and taking notes on a new skill or process. While we walk out feeling motivated, the momentum can fizzle out when it comes time to actually apply that new knowledge back at our desks.
While training programs are designed to provide valuable information, they often struggle to bridge the gap between learning a concept and actually putting it into practice. Enter coaching: the missing piece that can turn a good training initiative into a truly transformative experience.
Think about a common training challenge, like new manager development. Many companies invest in multi-layered training programs to help new leaders navigate the shift from individual contributor to manager. But a one-size-fits-all training can’t account for the unique challenges each new manager will face. Some might struggle with delegating tasks, while others may feel uncomfortable having difficult conversations, especially if they feel they have knowledge gaps with their team or peers.
This is where 1:1 coaching can be a game-changer. Unlike a training manual, a coach provides real-time, one-on-one support tailored to a person’s specific situation. They can act as a confidential thought partner, helping someone work through their challenges privately. This personalized support can help new managers feel more confident and competent, ultimately helping them become more effective leaders for their teams.
This kind of personalized guidance can lead to a significant “multiplier effect,” as the benefits of good coaching trickle down from the leader to the entire team. Leadership coach Katie Leimkuehler shares what this means in practice below.
It can be tough to stay engaged with a new initiative or goal, but a coach can help people stay focused, maintain motivation, and take consistent action long after a training is over. They can help employees apply what they learned in training, whether it’s navigating a performance review cycle, establecer nuevos objetivos, or building a personal brand at work.
Entrenadora Katie worked one-on-one with an employee who wanted to develop their marca personal at work but wasn’t sure where to start. They utilized coaching to explore different strategies and figure out what they wanted to be known for. As they gained confidence, they even started thinking about what their team’s brand could be and encouraged their colleagues to do the same.
This example demonstrates how coaching can inspire individual growth that spreads to others and creates a culture of continuous learning. People who engage in coaching often come back for more, not because they have to, but because they are inspired to continue growing.
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While training programs provide the “what” and the “how,” coaching helps with the “when” and the “why.” When you have a coach, you don’t just learn a skill—you practice applying it in a safe space to reinforce the learning and help it stick. The coach can offer immediate feedback and help you adjust your approach, turning a theoretical concept into a practical skill.
This blend of training and coaching can be especially powerful during key moments in an employee’s career, like a promotion, a new project, or a performance review cycle. While training can introduce new expectations and tools, coaching provides the essential support to help employees navigate those changes in real-time.
When training and coaching work together, they create a comprehensive system that pairs foundational knowledge with practical application and personal guidance.
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If you’re a company or an individual looking to get the most out of a training program, consider how coaching can complement that experience. Coaching isn’t just about professional growth—it’s about personal development, too.
Ready to take training from a one-time event to a lifelong journey of learning and growth? Explore TaskHuman’s diverse skill offerings and connect 1:1 with a coach today.