Trainer & Coach
The terms trainer and coach are often used synonymously today. A closer look at the underlying functions helps to understand the difference between the two terms.
The trainer:
Trainers, also called teachers, tutors or instructors, help to instil and strengthen certain behaviours. Their job is to teach an “ideal” response to certain situations. The individual needs of the trainees are very important as is the training plan. Typical examples of such training include the driving training, vehicle handling, training inputs for customer care and style & etiquette, as well as communication training, for example, when making telephone calls.
The trainer is the expert who imparts specialist knowledge. A typical aspect of the training is repetition, i.e. performing certain exercises and actions under the guidance of a trainer who provides feedback and corrective input.
Direct learning processes cannot be practiced live with passengers. Such training is carried out by the trainer in role play.
The training sessions are task- and target-oriented and the trainer determines the content and structure of the exercises and provides pro-active guidance. A professional relationship may ensue, but this is of secondary importance.
The coach:
The coach’s basic function is not to be a trainer but a companion, mentor and advisor. A coach corrects trainees when behavioural deficits become apparent. Coaching thus offers an opportunity to build and strengthen specific skills. With the right qualifications, a coach is also a specialist who can manage the subject-specific processes. As a process consultant, the coach will not perform any tasks that should be performed by the persons being coached, nor does the coach function as a “know-it-all”. His expert knowledge is applied to “help people to help themselves”. Being aware of the basic goals and methods of the trainer, a coach can provide viable solutions to any problems that arise. Coaches function as solutions-oriented intermediaries.
Coaching is not training although it may include training elements because both functions can complement each other quite well and can also be combined in various ways. Coaching is relationship-oriented and strives to achieve formation and development goals. The persons coached retain all responsibility for their actions.
Similarities:
Both training and coaching seek to improve performance. Training and coaching are two distinct terms which are not necessarily synonyms. Both functions can overlap in certain situations, but there are also many aspects of differentiation. Depending on the situation and objectives, one can ask: Is training or coaching called for, or a combination of the two?