What’s The Difference Between Training And Coaching?

So you’re wondering if there’s any real difference between Training and Coaching? Training and Coaching are both highly effective ways of developing people within your organisation. Whilst some leadership development companies use the terms synonymously, at Triad we like to be clear about the differences between these two distinct development modalities, so that you can be fully informed and pick the right path for your organisation’s goals. In this article, we’re specifically at looking at training and coaching as it applies to groups, however, much of this information applies when working with individuals.


As defined by the ICF (International Coaching Federation) training is when a trainer works with a group of individuals through a curriculum of material. It’s a more directive approach created and designed to empower people through the development of skills, awareness, and insight.

Who is it for?

Training is a great option for teams and groups, like cross-functional talent and graduate training program. For example, we recently led an ‘Advanced Leadership Program’ for a Global Asset Manager, where the company selected their top talent to attend a 3-day training programmes. Many of the leaders had never met, so the event was a great opportunity for training and networking. We also run graduate training programmes that on-board new-talent and train them in variety of different skills, like communication and presentation skills


Training is a great way of equipping your people with tools and skills that can benefit your organisation. Some of our most popular programs include: Effective Communication, Organisational Storytelling and 3-Levels of Leadership. Before the training, we will work with you to understand your goals and agree on a training agenda. With a training curriculum, you can be sure that your people will leave with specific skillsets that will best serve your organisation’s over-arching needs.


At Triad we connect you with expert trainers from the around the world, who will inspire your people with tools and techniques, that are instantly applicable and create tangible and long-lasting results. Key principles that guide our training programmes:

Experiential learning

We use a 20/80 ratio to guide the weighting of theory to practice. 20% of our training covers the theory and the research behind the tools and 80% focuses on experiential practice and practical application.


Studies show that when you’re having fun, you’re much more likely to remember what you’re learning!

Accountability and Commitment

Whilst we want you to have fun, it’s important that when your people leave a training session, they practice and apply the tools in their lives. For that reason, we place great importance on developing action plans, to build accountability and create long-lasting results.

Learning in Relationship

Development doesn’t happen in a vacuum; we learn in relationship! So we make sure we lean into the expertise and wisdom of your people, through breakout sessions, skills drills and colleague conversations. Your people will be learning together, from each other, in a holistic learning environment.


Training follows a curriculum, so whilst we are happy to flex and flow it is- by nature- a more directive approach. We also won’t be directly addressing any group or team dynamics that show up, so if conflict resolution, team dynamics, team performance or team engagement are at the top of your priority list, then team coaching might be a more suited development path.

Team Coaching

As defined by the ICF: “Team coaching is an experience that allows a team to work towards sustainable results and ongoing development. It is becoming an increasingly important intervention in corporate environments as high team performance requires aligning toward goals, remaining innovative, and adapting quickly to internal and external changes.”

Who is it for?

Team Coaching is one of the fastest growing disciplines in the coaching profession and is becoming increasingly important in organizations who want to build high-performing teams. In team coaching, the team is the client, and we work with the team as a single entity.


Team coaching can help to foster a culture of continuous learning, help break down silos between different parts of the organisation, increase the teams’ functionality and maturity and stimulate the team’s natural intelligent, generative, and creative nature.

At Triad, we connect you with world class Team Coaches working across a diverse range of industries. Our team coaches empower your people through systemic coaching, which drives powerful change by coaching intact teams, rather than individuals. The key systemic principles that drive our work are: disciplines in the coaching profession and is becoming increasingly important in organizations who want to build high-performing teams. In team coaching, the team is the client, and we work with the team as a single entity.

Systems are in a constant state of change

Change is constant so we might as well get good at adapting to whatever shows up.

Leadership is a role that belongs to the system

This principle empowers your people to realise their leadership potential and create self-organising, intelligent teams.

Every member is a voice of the system

How can we listen to all voices in the team, even the unpopular ones, in order to gain new insight and information.

Systems have a unique identity and voice

We believe that the whole is greater than the sum of its parts, so this principle is about accessing the team’s wisdom.

Systems are naturally intelligent, generative and creative

how can we unlock the team’s innate potential, as expressed in the equation 1+1=3.


Team coaching is a powerful intervention for in-tact teams. However, for it to be effective a group needs to be interdependent, meaning that they have a common purpose or goal. If your people are independent from one another, then a training model may be more appropriate.

A hybrid approach

Now, you might be thinking- but I want all of this for my team! And a hybrid approach can be an incredibly effective way of developing certain skillsets whilst also creating intelligent teams. A hybrid training/coaching model allows each team member to sharpen their own skills, whilst also learning how best to work within the group to serve a common purpose or goal.

At Triad, we design bespoke hybrid training/coaching programs that offer your organisation the benefits of both training and team coaching.


Training and coaching are both powerful ways of developing teams and organisations. A training approach supports the development of tools and skillsets whereas a coaching approach creates high-performing teams by leaning into the intelligence of the group. If you feel like your team might benefit from both development modalities, then a hybrid approach might be your best bet.

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