To Coach or not to Coach

Barbra Carlisle • April 12, 2024

Coaching vs Classroom learning - the pros and cons

People often ask me what learning and development approach is best for them, or their teams.  When should you use coaching and when is it better to use a classroom approach to learning and growing?


Below I set out my thoughts on the benefits of both coaching and classroom learning and when one might nudge the other off the winners podium.  As always I would love to hear your thoughts.


Coaching:

Personalized Approach: Coaching is highly personalized. It focuses on an individual leader’s specific needs, challenges, and growth areas.

One-on-One Interaction: Coaches work closely with leaders, providing tailored guidance, feedback, and support in a safe and confidential environment.

Behavioural Change: Coaching aims to enhance self-awareness, improve skills, and drive behavioural change.

Adaptive Learning: Coaches adapt their approach based on the leader’s unique context and goals. There is not one set process for achieving results.

Long-Term Impact: Coaching can lead to sustained improvements in leadership effectiveness where the coachee embraces the learning and applies actions.


Traditional Leadership Training:

Structured Programs: Leadership training often follows a structured curriculum or program so everyone is taken through the same topics and have the opportunity to develop skills together.

Group Setting: Training sessions involve groups of participants, allowing for shared learning experiences.

Skill Development: Training focuses on specific skills (e.g., communication, decision-making) and theoretical knowledge.

Scaleable: Training can efficiently cover essential topics and provide a common foundation.

Short-Term Impact: While training can impart knowledge, its impact may diminish without ongoing reinforcement, applying the learning and accountability.


Which learning intervention is the best?

Which learning intervention you choose will be determined by:

  1. What the end goal of the learning intervention is
  2. What the skills gaps are within the team and the type of skills gap – e.g. soft skills, technical skills etc
  3. The time available to dedicate to learning
  4. The number of learners you have

 


Coaching tends to be more effective when:

  •       The organisation is going through transformation with lots of change at the top
  •       Leaders are new to the organisation or recently promoted within the organisation
  •       Leaders need personalized development.
  •       Behavioural change is the goal.
  •       Context-specific challenges require targeted solutions.
  •       Long-term growth is desired.


Traditional leadership develop training is effective when:

  •       A common skill set is needed across a group.
  •       Time constraints exist.
  •       Foundational knowledge is essential.
  •       Immediate results are necessary.
  •         Large numbers of people need to be trained quickly

In summary, both coaching and traditional training have their place. Combining them strategically can yield powerful results. Effective leadership development often involves a blend of personalized coaching, structured training, and continuous learning.

 

We offer coaching and upskilling applied leadership development courses for 1 to many people to help your organisation thrive.


We thrive in meeting your people challenges and offering solutions that fit your need.

To find out about our support packages please get in touch. 


What challenges are you facing today?  Give me a call and we can talk things through.  contact me at barbra@gleecoaching.com   www.gleecoaching.com

The secret sauce: Influence

By Barbra Carlisle • July 9, 2025
As a leader you know you have influence, you know that people will listen to you, and in all likelihood do as you suggest. It is how you utilise your influence that will determine what type of leadership impact you have on those around you. Whether you’re trying to shift culture, win support for a new idea, or champion inclusion influence is a key leadership skill. But for many, it’s a tricky balancing act. How do you make change happen without coming across as forceful or aggressive? How do you influence people who don’t think like you, especially when what’s at stake really matters? Here’s where skill, self-awareness, and empathy come together. Influence does not equal Aggression Let’s start by busting a myth: being assertive isn’t the same as being aggressive. Assertive leaders speak up for what matters, clearly and calmly, without bull dozing others. Aggressive leaders push their agenda regardless. The difference? Assertive leaders stay connected to their values and to the relationship. You can be clear and firm about your point and hold space for difference. That’s real influence. Three Skills That Build Influence Curiosity over convincing Don’t assume you have to launch into persuasion. Start by listening. Ask what matters to the other person. Influence flows more easily when people feel heard. Maintaining silence and letting the other person express themselves is a form of influence. Try it some time. Speak from shared values Especially when trying to bring people on board with new or uncomfortable ideas (like improving equity or supporting underrepresented groups), connect your message to values they already care about like fairness, excellence, community. Use stories, not just facts Data matters. But stories stick. A personal story whether that is your own or someone else’s can shift perspectives more than spreadsheets ever will. Influencing People Who Aren’t Like You We all have unconscious preferences for people who think like us. But change rarely happens in echo chambers. When you need to connect with someone whose background, identity, or worldview is different from yours: Start with respect, not assumptions. Avoid jargon or insider language. Focus on what matters to them, not just what matters to you. Be open to mutual influence, you might change too. A Small Shift, A Big Impact Influence isn’t about charisma. It’s about connection. Next time you're tempted to “win them over,” pause. Instead, ask yourself: “How can I help them feel seen, heard, and part of this?” That’s the influence that sticks and the kind that shapes cultures for the better.

Leaving a Legacy: It's in your hands

By Barbra Carlisle • July 9, 2025
One of the names I thought about using for my podcast related to legacy- but on reflection I knew that people would be uncomfortable thinking that they were leaving a legacy. Sounds so grand. But we do leave a legacy, which we create and add to every day. When we hear the word “legacy,” our minds often drift to grand, long-term achievements, think buildings named after someone, organisations reshaped, or books written. But in truth, your legacy isn’t something you build one day in the future. You’re creating it now. In every meeting, every decision, and every conversation. Yet many leaders struggle to recognise that they’re already leaving a mark, whether they mean to or not. Why Do Leaders Struggle With Legacy? Partly, it’s to do with your mindset. We are wired to focus on outcomes, targets, and the next milestone. We don’t stop to think about how we get there, or who we bring with us. There’s also humility at play. You may be thinking "Legacy? That’s not for me. I’m just trying to get through the day without cheesing too many people off." But legacy isn’t about ego. It’s about impact. The energy you bring to the room. The way you treat people when they’re not in the room. The values you quietly reinforce by what you praise, tolerate, or ignore. Everyday Marks of an Effective Leader A legacy-minded leader isn’t one who waits to be remembered. They act with intention now. That might look like: Modelling integrity even when no one’s watching. Championing the quiet voices that others overlook. Creating psychological safety that allows others to thrive. Investing in people even when it feels quicker to just “do it yourself.” Leading with empathy, especially under pressure. Contributing to societal wellbeing through your actions in work, at home, and in your community. These things often don’t make it onto the project plan. But they shape culture. They influence people’s confidence and courage. And they last far longer than a quarterly result. A Gentle Prompt Take a moment this week to ask yourself: “If someone were to describe my leadership five years from now, what would I hope they say?” Now bring that intention into the way you lead today. You’re already building your legacy one conversation at a time.
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