Training is conducted in many different formats, because one method does not effectively fit all. There are many situations in which the preferred delivery method might be one-on-one coaching, especially when the situation requires excellent interpersonal skills.
- With one-on-one coaching, learning sessions are typically more direct and applicable to the needs of the person or team being coached.
- Personal coaching can be conducted in smaller increments, even multiple small sessions, which may fit into a busy person’s schedule.
- Learning content in one-on-one sessions can be so specific that it is more practical for the person being coached.
- We don’t all learn the same way, and certain individuals respond best to individual coaching sessions.
- Very small group or one-on-one coaching may be best for those who are only mildly affected by the change or wouldn’t benefit from sitting through an entire training class.
- Coaching is a good way to reinforce initial training.
- One-on-one sessions may assist those who need to develop new work processes or efficiencies.
- If the training is part of a challenging change management effort, coaching can more effectively deal with sensitive issues or address specific concerns.
- One-on-one coaching can be a way to address situations where problem-solving may be needed.
- One-on-one coaching can uncover additional issues or concerns for the person being coached that might not be revealed in a class or group session.
Depending on the circumstance, this training method can be more efficient for both the coach and the recipient. Because one-on-one coaching can be time-consuming, this method of training might require dedicated resources or extra staffing to conduct the coaching sessions.