Being responsible for hiring staff and other attorneys for the last 40 years, I have come to appreciate the need for training. For years, I would hire someone based upon their years of experience and assume that they knew what to do, the moment that I hired them. Worse, I assumed that they knew what I wanted them to do.
All too often, I was disappointed in their performance. I’ve now come to realize that, perhaps, it was my performance that I should have been disappointed in. Not only should I have screened my employees better, but also I failed to properly train them or perhaps, coach them.
Rod Santomassimo, president of The Massimo Group and nationally known real estate coach explains the difference between training and coaching and gives an example of one of his greatest successes as a coach.
According to Rod, if you work with a coach, the coach:
- Get’s engaged with you;
- Is a partner with you; and
- Has a vested interest with your personal, team or organizational success;
“Part of the coaching curriculum, beyond the methodology and the best practices………. is that level of accountability and being a sounding board.”
Training is coming in, doing a presentation or watching a video and hoping that you get something out of it.
My take on the difference is that training is an event or series of events. At least in a professional setting, a good portion of what you learn from training depreciates as soon as training ends. Coaching is more of an immersive experience that reinforces and applies the new knowledge in a practical and productive fashion.
I published this video in the midst of the 2015 NCAA March Madness. As I listened to him, while editing the video, I couldn’t help but think of “one-and-done” versus “four-year-degree” as an apt analogy.