During my career I conducted many workshops to develop capabilities. And, I also participated in excellent training workshops. Of extremely high quality. And all of them had one thing in common: the change that occurs to our own daily work after the workshops is minimal.
Since a few years, I also had the honour to coach - guiding people to discover themselves and to apply new routines to their work lives. This is the change we want to see in people. Though, coaching is highly intensive and simply not scalable.
Last year, I started to work with a few teams here in Singapore to develop solutions that are closer to what their customers want. We started with design thinking training sessions which - no surprise - resulted in no change in their daily work. Then we started to play around with different interventions - as a team, as individuals. Slowly we can observe that new habits are forming and the mindsets are shifting.
Training versus Coaching? With this short article, I want to suggest to take a hybrid approach and combine both practices. The aim is to develop new leadership capabilities and cultivate new routines that enable teams and individuals to create lasting success. We can join the benefits of both and add other elements to it. Here is what I suggest:
How do you see that we can combine different practices? What are your experiences with this hybrid approach?
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Tim is a change practitioner in the area of innovation and excellence. He is working with teams to accelerate innovation, collaboration and agility.