Coaching or Workshop: Where should you start?

I’m often talking with business owners and managers who are considering their next leadership development move.

There is a genuine willingness to invest in its people, which is a good place to start. But there is still an important question sitting underneath the conversation:

What do you need your leaders to do differently as a result?

Until that is clear, recommending a particular workshop or programme would be premature. It could address the wrong issue, wasting everyone’s time and a valuable training budget.

Sometimes the responsible first step isn’t selecting a programme. It is taking the time to understand the problem properly.

Start with the problem, not the programme

A workshop can be an excellent way to build a shared skill, introduce a common language or help a group practise something together. But it works best when the desired outcome is already understood.

Sometimes the real development need is less obvious.

A leader may understand accountability but still avoid a particular conversation. They may know how to delegate but continue carrying work that belongs to somebody else. They may appear to lack confidence when the real issue is that their expectations or authority have never been made clear.

These are subtle behaviours. They can be difficult to identify during a single workshop because they often only become visible through reflection, observation and repeated opportunities to practise.

That is where a coaching programme can be particularly useful. It gives the coach and participant time to notice what is happening, test assumptions and pinpoint what actually needs to change.

Coaching or workshop, where should you start?

Coaching may be more useful when:

• The underlying development need is still unclear.
• Individual habits or patterns are affecting performance.
• The person needs to practise, reflect and adjust over time.
• The situation requires a tailored response.

A workshop may be more useful when:

• The capability gap is already well defined.
• Several people need the same knowledge or skill.
• A shared language or consistent approach is needed.
• Participants will have opportunities to apply the learning afterwards.

Using both may be the best option when:

• A group needs common skills, but individuals will apply them differently.
• The workshop introduces the capability and coaching helps turn it into everyday behaviour.
• Leaders need practice, feedback and reinforcement after the initial learning event.

Before you choose the programme