Once you’ve learned coaching, it doesn’t mean you should completely disregard the principles of instructional design (ID). When it comes to employee training, leadership development, or skills enhancement, ID is not just a “nice to have,” but a necessity. In Train-the-Trainer (TTT), this is the very foundation.
Coaching focuses on the individual, helping them think, become aware, and grow from within. It leans towards a non-directive style, such as facilitating learning by asking questions, listening deeply, and giving space for the coachee to make their own decisions.
But when coaching involves specific skills for example, learning a new system, we need to step into the directive zone. We can ask the coachee to try, provide feedback, guide them, and sometimes even directly teach!
This is where the strength of instructional design comes in. When we’re clear about learning objectives, know how to structure activities, and provide precise feedback, our coaching becomes far more effective.
That’s why there’s a form of coaching called instructional coaching — a blend of coaching and ID principles. It is highly effective in educational contexts and is becoming increasingly relevant in the corporate training world.
So, don’t be too quick to “throw away” ID just because we’ve become skilled at facilitation. Once we realise there’s a wide spectrum — from highly directive to completely non-directive — we’ll become wiser in moving between the two styles with clear intent, not ego.
Sometimes we need to listen.
Sometimes we need to ask.
And sometimes, we simply need to tell.
May we continue guiding with sincere intentions, and designing learning experiences that truly make an impact. God willing, we will become more holistic.