Most Training Is Wasted – Unless You Do This
How to Embed Coaching into Practice at Work
Most workplace training fails—not because it’s bad, but because it’s brief.
It’s like pouring water into a cup with a hole in the bottom. The knowledge goes in, but unless something reinforces it, it drains away within weeks.
That “something” is coaching.
At Karen Blake Coaching, we don’t just help your team learn new skills—we help them keep them. This post explores how to embed coaching into practice so your staff actually use what they’ve learned, long after the slides are closed.
“Training gives you information. Coaching gives you transformation.”
1. Reflection, Not Just Reaction
Most training fills minds with content. Coaching creates space for reflection—to make sense of new ideas, apply them meaningfully, and take ownership of change.
It encourages staff to pause and ask:
- “How does this apply to my role?”
- “What could I do differently from today?”
- “What’s one small change I can test this week?”
According to the CIPD’s guide on coaching and mentoring, coaching significantly improves retention, engagement, and on-the-job performance.
“We spend fortunes on learning, but pennies on remembering.”
2. Tailor the Learning Journey
No two staff members are the same. Coaching personalises the development process by giving people space to:
- Navigate confidence dips or workplace dynamics
- Address imposter syndrome or learning gaps
- Set meaningful goals that fit their real-world context
Where training gives the what, coaching unlocks the how and the why now.
Want to learn more about our approach?
3. Bring Line Managers Into the Conversation
Your line managers are your culture carriers. If they don’t model and support what staff learn in training, the impact is diluted.
That’s why we equip them with:
- Simple tools for reflection and follow-up
- Coaching questions they can use in 1:1s
- Briefing sessions and optional coaching for themselves
“Training is the map. Coaching is the compass.”
When managers are engaged, you embed coaching into practice across the entire team.
4. Give Staff Tools That Stick
Between sessions, coaching needs reinforcement. That’s why we offer downloadable, branded tools that help staff take ownership of their learning journey.
From self-coaching templates to action planners, these tools aren’t just filler—they’re friction-reducers. They help staff start, not just plan to start.
5. Keep the Momentum Going
Embedding coaching into practice doesn’t happen in one day. It happens in the rhythm of work—check-ins, short sessions, reflective conversations, and accountability over time.
We support this through:
- Ad hoc or follow-up coaching
- Booster sessions weeks after training ends
- Coaching skills for in-house managers or mentors
“Coaching isn’t an add-on. It’s the difference between ‘ticked box’ and actual change.”
Related Reading
👉 Training Isn’t a Cost—It’s Your Best-kept Recruitment Strategy
Final Thoughts
You’ve already invested in training. But if your staff aren’t applying what they’ve learned, the problem isn’t them—it’s the lack of follow-up.
Coaching:
- Supports staff through change
- Helps them overcome real barriers
- Builds a culture of reflection and responsibility
Training opens the door.
Coaching gets them to walk through it.
Free Tool: Coaching Session Debrief Template
📝 Free Download – Coaching Session Debrief Template
Turn insights into action. Use this simple worksheet to reflect, apply, and embed coaching into practice.
Want to Embed Coaching into Practice?
Let’s talk about how coaching can help your staff implement what they’ve learned and create lasting change in your organisation.
👉 Contact us today
📧 [email protected]
