Online Coaching
Coaching rarely fails because people lack the motivation to learn. In many cases, people want to improve themselves. However, the problems arise when support is offered at the wrong time, or it’s delivered in the wrong format.
‘85% of coaches prefer conducting sessions online, and 83% reported that their clients also prefer the online format.’
Many employees are forced to engage with coaching alongside their demanding roles, which themselves have competing priorities. Long programmes and abstract frameworks often struggle to survive these workday conditions.
Online coaching is effective when it reflects how people actually work and learn. Programmes that fail to assume these factors just see people go through the motions without learning anything of value.
When coaching is timely, relevant, and speaks to challenges people are actually facing, it becomes something that is easy to apply and more enthusiastically adopted.
Thoughtfully structured online learning complements in-person coaching and development rather than competing with it.
‘E-learning methods, often used in online coaching, can increase information retention rates by up to 60%, compared to only 8–10% in traditional face-to-face training.’
Trusted by global industry-leading brands
Coaching that fits around work, not on top of it
Many coaching initiatives, however well-intentioned and useful, fall short because they require people to step out of work entirely to engage in them. For those operating at capacity and maybe even working later to complete tasks, these sorts of initiatives fall on deaf ears, as employees fail to see the value in them.
Online coaching works because it can be accessed alongside work rather than adding to it or forcing people to park their regular work pressures.
Short, focused resources allow teams to engage at times that suit them without losing momentum or focus. This sort of access turns professional learning into something people return to as challenges arise, rather than something they put off until they have a small window to complete it, often begrudgingly.
Forcing people to take extended breaks from work does not cultivate an environment of learning. Online learning recognises this and aims to foster development that happens in small, cumulative moments that add up over time.
Fundamentally, learning becomes more sustainable because it fits around real-world conditions.
From information to reflection
Information presented on paper or a screen rarely changes people’s behaviour because they can’t see themselves in this context. Yes, people will understand concepts on an intellectual level and yet will act in familiar ways when under pressure in a real office environment.
Effective online training doesn’t just force people to read a list of concepts and ideas. It creates space for reflection, too.
Individuals are encouraged to consider their own context and test new thinking against real situations so that next time they have the tools to make better decisions.
Reflecting like this turns learning into something that can be acted on. Our online platforms don’t just prescribe answers to disengaged people but offer resources that prompt users to ask themselves better questions.
Relevance over completeness
Outdated learning programmes try their best to cover every single topic a person might need to know in a professional environment. And while this approach is understandable, in practice, it can overwhelm users rather than provide the support needed.
Completing every aspect of a course isn’t effective if people feel overwhelmed by the coverage. They’ll just click through until it’s done without considering what they’ve learned.
Online learning prevents this by prioritising content that is relevant to users at that moment, with resources responding to the challenges people are facing, not hypothetical scenarios.
This specific approach reduces the strain put on people to complete these sorts of courses and increases the likelihood that the learning will be applied in the real world.
Content that speaks directly to people’s experience leads them to engage more deeply because they feel seen and understood by the platform and their organisation, which has taken the time to provide effective resources.
Supporting development between conversations
In-person coaching and development programmes are fantastic for sparking conversations and insights within people. The issue is that the information gleaned from these person-to-person workshops is often applied in the real world at a later date, potentially months after the course took place.
Without regular, well-intentioned reinforcement, momentum to learn can fade as people return to familiar patterns that come more naturally than what they’ve learned.
With online learning in place, individuals can revisit ideas as priorities shift, supporting the space between conversations by providing tools and reflection points.
This sort of continuity means that any learning a user has gained can be used even in high-pressure moments because it is at the forefront of their mind.
Coaching that evolves with the individual
People’s time at an organisation will likely involve different roles and levels of responsibility for themselves or for team members.
The nature of traditional learning means it happens sporadically and does not adapt to a person’s changing pathway at an organisation.
Individuals who mix in-person coaching with online resources can draw on different content that applies to them, no matter what job title or function they have.
Flexibility like this supports top talent to be more autonomous over their professional development because it feels responsive to their scenario rather than imposed.
‘Research indicates that virtual coaching can reduce burnout by 52% and enhance well-being. Furthermore, coaching in the workplace has been shown to boost productivity by as much as 44%.’
FMCG
Our Partnership with KellanovaWe have a great relationship with Talking Talent, what I was most impressed with is their ability to flex and customize the program to fit our needs.
Technology
Our Partnership with SiemensWe have a great relationship with Talking Talent, what I was most impressed with is their ability to flex and customize the program to fit our needs.
Retail
Our Partnership with M&SWe have a great relationship with Talking Talent, what I was most impressed with is their ability to flex and customize the program to fit our needs.
Making coaching usable in real conditions
Support that’s timely and reflects people’s current work situation makes long-term behaviour change far more likely.
Get in touch with our team if you want to connect professional learning to people’s daily work lives.