Recently, I’ve been working one-on-one with six employees across three different organizations.
Each situation is different.
Different roles.
Different challenges.
Different goals.
But there is one common thread:
- These are not training issues.
- These are coaching opportunities.
The Common Approach: “Let’s Send Them to Training”
When an employee is struggling—or showing potential—organizations often respond with:
“Let’s send them to a training.”
It’s a good intention.
But it’s also a bit of a gamble.
Because training asks the employee to:
- Identify what applies to them
- Recognize what they need to do differently
- Translate general concepts into specific actions
- And then…actually follow through
All while learning alongside others with very different needs.
That’s a lot to expect.
The Shift We Need to Make
What I am seeing in organizations right now is a need to shift how we think about development.
From:
Training individuals and fixing problems
To:
Coaching individuals and building capacity
This is not just a change in approach—it’s a change in mindset.
It moves us from reacting to issues…to developing people.
So What Is Coaching—Really?
Coaching is not:
- Giving advice
- Solving someone else’s challenges
- Telling employees what to do
Coaching is:
- Asking powerful questions
- Creating awareness
- Driving ownership
Coaching is a partnership.
It is a collaborative; ongoing process focused on helping an employee:
- Learn
- Reflect
- Grow
- And take ownership of their actions and outcomes
The Shift: From Telling to Asking
Managers often believe they are coaching when they are actually directing.
But real coaching happens when we ask questions that cause the employee to think.
Because when employees discover the answer themselves:
They believe it
They act on it
They sustain the change
The Power of Questions
One of the most powerful tools a coach has is the ability to ask meaningful questions.
Not yes/no questions.
Not leading questions.
Questions that create insight
The right question can:
- Increase awareness
- Challenge assumptions
- Create clarity
- Spark action
Here are a few examples:
- What do you really want to achieve here?
- What is getting in the way right now?
- What options have you not yet considered?
- What would success look like?
- What is one step you could take this week?
Coaching Takes Time—and That Matters
Coaching is not a quick fix.
It is not:
- One conversation
- Two sessions
- A one-time intervention
It is a process that requires:
- Trust
- Consistency
- Follow-up
- Accountability
Because real behavior change takes time.
Coaching Builds More Than Performance
Great coaching goes beyond performance metrics.
It looks at the whole person:
- How they think
- What motivates them
- Their strengths
- Their confidence
- Their sense of purpose
When we take this approach, something powerful happens.
Employees don’t just improve performance
They build resilience, confidence, and adaptability
And those are the qualities that sustain:
- Engagement
- Trust
- Strong performance—even under pressure
The Benefits of Coaching
When done well, coaching leads to:
- Improved performance and productivity
- Stronger engagement
- Increased accountability
- Better problem-solving
- Greater confidence and self-awareness
Employees become more capable—not just more compliant
Who Most from Coaching?
Coaching is not just for struggling employees.
It is especially effective for:
- New supervisors learning how to lead
- High performers preparing for the next level
- Employees navigating communication or interpersonal challenges
- Individuals who are capable—but stuck
- Employees who need clarity, confidence, or consistency
Coaching meets people where they are—and helps them move forward.
Training vs. Coaching: It’s Not Either/Or
Training provides:
- Knowledge
- Frameworks
- Shared learning
Coaching provides:
- Application
- Personalization
- Accountability
The most effective organizations use both.
A Final Thought
If you find yourself hoping that a training will “fix” an issue…
It may be time to ask:
Is this a knowledge gap—or a behavior and application gap?
Because those require different solutions.
At HR Answers, we support organizations in developing their people through both training and coaching.
If you have an employee who:
- Isn’t applying what they’ve learned
- Needs targeted, individualized development
- Or would benefit from focused, one-on-one support
It may be time to consider coaching.
We’d be glad to partner with you. Contact us to see how we can help.