by Rosen Rashkov – iCN Journalist (Bulgaria)

On Monday, while talking to Milena, HR manager, about the benefits of a combination of training and coaching for their management team, she cut me off.

‘Excuse me, but I don’t understand something.’ training and coaching mean the same thing, but you obviously seem to make a distinction. How are they different?

And from my answer to Milena’s wonderful question, today’s article was born.

Team coaching?

Almost everyone knows what corporate training is and has a huge amount of personal experience. But coaching, and a team one?

David Clutterbuck, arguably the leading expert in the field, defines it as ‘helping the team to improve their performance and the processes for achieving this through reflection and dialogue.’ And because the definition, although widely quoted, is somewhat abstract, I decided to compare it to the more familiar model of training programs.


Training is usually organised to develop or update skills in the team. And often companies choose a format of one-time, one-day or two-day modules for this purpose. Amid COVID-19 situation, many of the team trainings converted to an online experience –for example half-day training modules once per week.

Team coaching is usually effective in sessions of 1 to 3 hours and when it is an ongoing, periodic process – for example once or twice a month.

Source: iCN Issue 30  (Group & Team Coaching); pages 27-28

Rosen RashkovAbout Rosen Rashkov

Rosen is a Professional Executive Coach & a Management Skills Trainer. He was a columnist for two years for the Bulgarian edition of ‘Human Resources’ (2018-2019). He helps organisations and their leaders develop and implement the most important social skills for both personal and company growth and success through trainings and coaching services.

As a coach, he blends his natural strengths of creativity and curiosity with the high standards of ICF coaching, as well as his own research work and a decade of experience in building and developing teams.