USING COACHING TO REINFORCE TRAINING TRANSFER EFFECTIVENESS

You have invested in training. Your team has acquired new skills. However… are they applying them? The truth is, training alone does not drive behaviour change — coaching does.

While training introduces knowledge, coaching anchors it. It creates the space for reflection, feedback, problem-solving, and sustained application.

Why Coaching Matters in the Transfer Journey:

Bridges the knowing-doing gap: Coaching helps employees translate theory into action.
Encourages accountability: Employees are more likely to follow through when someone checks in.
Personalises training: Every employee is different — coaching meets them where they are.
Supports habit formation: Through ongoing reinforcement, coaching turns new skills into default behaviour.
Promotes confidence: With a safe space to explore and practice, employees grow into their new capabilities.

Coaching is not just an L&D add-on — it is a transfer multiplier.

Practical Coaching Approaches That Work:

Peer Coaching – Set up buddy systems where colleagues support each other’s learning goals.
Manager-as-Coach – Equip supervisors with coaching skills to support performance post-training.
Follow-up Coaching Sessions – Schedule structured coaching check-ins 2–4 weeks after training.
Coaching with Metrics – Use performance KPIs to guide coaching conversations and track impact.
Micro-Coaching Moments – Embed coaching into day-to-day workflows (e.g., “What did you apply from last week’s session?”)

The Coaching + Training Combo:

When coaching follows training, learning becomes embedded, continuous, and business-aligned.
It transforms content into competence and intent into action.

#TrainingTransferEffectiveness #CoachingCulture #PerformanceSupport #WorkplaceLearning #ManagerAsCoach #BehaviourChange #LearningAndDevelopment #PeopleDevelopment #TrainingReinforcement #TTE #LeadershipDevelopment #ProfessionalGrowth #ITTEC2025 #MBryanConsulting #FromTrainingToTransformation

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