Coaching

New Year’s Eve carries a particular kind of energy. It sits quietly between what has already happened and what feels possible next. In leadership, coaching and training, this moment is often framed around change, goals and resolutions. But that familiar approach isn’t always the most helpful.

For coaches, trainers and leaders, New Year’s Eve offers a different opportunity: reflection without pressure, learning without judgement, and development without urgency.

This article explores how taking a different angle at the year’s end can lead to stronger coaching conversations and more sustainable learning in the year ahead.

In This Article, You Will Learn

• Why New Year’s Eve is a powerful moment for coaching reflection
• How end-of-year pressure can undermine learning and development
• What a healthier coaching focus looks like at this time of year
• How reflection strengthens performance more than rushed goal-setting
• Practical coaching questions to use as the new year begins
• How leaders can support

Training is essential. It builds knowledge, introduces new ideas, and gives people the tools they need to perform better.

Training is essential. It builds knowledge, introduces new ideas, and gives people the tools they need to perform better.
But there’s a hard truth many organisations overlook:

Training alone doesn’t change behaviour.
Coaching does.

People don’t automatically behave differently because they know something.
Behaviour changes when people think differently, take ownership, and apply the learning consistently, and that’s exactly where coaching makes the difference.

This guide explains why training on its own isn’t enough and shows how coaching transforms skills into real-world habits that last.

In This Article, You Will Learn

• Why training often fails to change behaviour
• The difference between learning knowledge and changing habit
• How coaching turns training into daily action
• What happens when organisations combine both
• Practical principles to drive real behaviour change

Coaching is now a core leadership skill, but that doesn’t mean it comes naturally. Many managers want to coach well, yet unintentionally fall into habits that block thinking, reduce ownership or create dependency. These coaching mistakes are common, understandable, and easy to fix, but only when managers know what to look for.
This guide highlights the most common coaching mistakes and shows you how to avoid them, so you can strengthen your coaching conversations immediately.

In This Article, You Will Learn

• The most common coaching mistakes managers make
• Why these mistakes block learning and ownership
• What effective coaching actually looks like
• How small changes improve performance and confidence
• The key principles that prevent coaching from becoming “telling”
• Simple techniques you can use right away

What Do We Mean by “Coaching Mistakes”?

Coaching mistakes are the habits that take a conversation away from genuine coaching and into something else, teaching, advising, directing, fixing,

Coaching is one of the most powerful development tools available in organisations today, yet it is still often misunderstood. Many managers ask “What is coaching?” and confuse it with mentoring, training, problem-solving or simply giving advice. Others think coaching is something you do after training, rather than a core workplace skill in its own right.

These misunderstandings prevent organisations from seeing the full impact of workplace coaching, and they stop managers from using coaching skills confidently, effectively and at the right time.

In This Article, You Will Learn –

• What coaching actually is in the workplace

• Why so many managers misunderstand the coaching definition

• How confusion leads to unhelpful habits

• What coaching is designed to achieve

• Why coaching improves performance, confidence and behaviour change

• How coaching skills fit into day-to-day leadership

What Do We Mean by “Coaching”?

What is coaching?

Coaching is a structured, reflective conversation designed to

Coaching and training are two of the most widely used development tools in organisations today, yet they are still often misunderstood. Many managers think training and coaching are interchangeable, or they treat coaching as simply “training with questions.” Others believe coaching is something you do after training, rather than a powerful development tool in its own right.

These misunderstandings stop organisations from gaining the full benefit of workplace coaching, and prevent managers from using coaching skills confidently, effectively and at the right time.

In This Article, You Will Learn –

• Why so many managers misunderstand the difference between coaching vs training
• How confusion leads to poor use of both tools
• Why using coaching and training together improves performance, confidence and behaviour change
• What each approach is designed to achieve

What Do We Mean by “Coaching vs Training”?

What is training?

Training provides knowledge, skills, tools and techniques. It is structured,

Coaching is one of the most valuable skills in modern organisations, yet coaching is still widely misunderstood. Many managers confuse coaching with mentoring, advice-giving or “fixing” problems. Others believe coaching is simply a softer version of leadership. These misunderstandings stop organisations from benefiting from real, effective workplace coaching and prevent leaders from using coaching skills confidently.

In this Article You will Learn –

• Most managers misunderstand what coaching is and how it differs from mentoring
• Poor understanding leads to ineffective coaching conversations
• When coaching skills are used properly, performance, confidence and decision-making improve dramatically

What Do We Mean by “Coaching”?

What is coaching?

Coaching is a structured, reflective conversation that helps someone think clearly, explore options and take ownership of their next steps.

Unlike mentoring or giving advice, leadership coaching is based on curiosity, listening and asking powerful questions.

When you're running a training session, knowing your material isn't always enough. What often makes the biggest difference is how well you connect with people. It's about more than just teaching, it's about listening, encouraging, and making space for questions that aren't on the slides. This is where coaching skills can really help.

In training the trainer programmes, people often start by learning how to deliver content. But if you've built some coaching experience first, you may be more ready than you think to support others with clarity and confidence. Whether you're helping a new hire settle in or trying to lift a team that's lost a bit of energy, the way you ask, listen, and respond can really shape the outcome. Let's look at how coaching might fit in before or alongside your training work.

What Coaching Skills Bring to a Trainer's Toolkit

Coaches aren't just good at talking, they're great at listening. That skill alone can shift how a training session goes from start to finish. Trainers

Coaching skills have become a cornerstone for effective management, providing managers with valuable tools to connect with their teams and drive better performance. By integrating coaching techniques into their management style, leaders can foster an environment that encourages open communication, personal growth, and collaborative problem-solving. This shift towards coaching not only improves team dynamics but also enhances overall productivity and satisfaction.

Adopting coaching skills training allows managers to step away from traditional command-and-control approaches, focusing instead on guiding and supporting their team members. This method empowers employees to reach their full potential and contributes to a more positive and productive workplace culture. Managers who embrace coaching techniques often find their teams more motivated, innovative, and engaged.

Understanding the Basics of Coaching for Managers

Coaching in a management context is about guiding team members to find solutions

Executive coaching is all about helping leaders step up their game. It's like having a personal guide who helps uncover strengths and work through challenges. When leaders tap into the power of coaching, they unlock new levels of performance and innovation. This type of coaching is more than just a series of sessions. It's an ongoing process where leadership skills are sharpened, and personal growth takes center stage.

You might be wondering, why focus on executive coaching? The answer is simple. Leaders and executives face unique challenges every day, and having an expert by their side helps them tackle these hurdles with confidence. Whether it's about making critical decisions or enhancing team dynamics, executive coaching aims to drive outstanding leadership performance.

Understanding Executive Coaching

So, what exactly is executive coaching? Think of it as a partnership designed to guide executives and leaders towards achieving their full potential. At its core, executive coaching is

Coaching expertise is like a compass for personal and professional growth. When you recognise genuine coaching skills, you open doors to transformation that can benefit organisations and individuals alike. True coaching expertise goes beyond basic training; it fosters a deeper understanding and application of skills that can lead to meaningful development. Recognising this kind of coaching expertise ensures that leaders and their teams have the proper guidance to thrive in various situations.

The value of acknowledging true coaching expertise lies in its ability to shape effective leaders and productive teams. Skilled coaches can guide individuals and groups through challenges, helping them to unlock potential and achieve goals. In many ways, understanding what sets a top-tier coach apart can also lead to better decisions when seeking support or training. Knowing how to identify excellence in coaching can make a significant difference in outcomes for both personal growth and organisational