Coaching is unlocking a person’s potential to maximise their own performance. It is helping them to learn rather than teaching them, without any bias- non-judgmental and by wearing imaginary veil to protect client and client’s needs.

Difference between Training & Coaching

Traditional forms of training Coaching
Wholesale transfer of new skills, e.g. change in procedures, new systems (e.g. software application training), new job function. Development activities are designed to suit client's personal needs (whether aspiration or performance related) and learning styles.
Programmes are mostly generic and not tailored to individual needs. Delegates generally have to complete standard modules, so there is little room for tailoring the programme to account for existing knowledge, skills or preferences. Coaching is focus on the individual, can enhance morale, motivation and productivity and reduce staff turnover as individuals feel valued and connected with both small and large organisational changes.
Best suited to transfer of knowledge and certain skills rather than the development of personal qualities or competencies Highly effective when used as a means of supporting training initiatives to ensure that key skills are transferred to the 'live' environment.

Coaching is mainly 4 steps process:

Desired Outcome

Developing Smart actionable steps

Innovative solutions

Building responsibility & accountability

Developing Smart actionable steps

Positive Parenting