Coach vs. Trainer – Find out what you need!

Coaching is about gaining clarity in decision-making, both in personal life and at work. Trainings are designed to improve professional and personal skills in areas such as communication, leadership, teamwork, responsibility, time management, and attitude.

In the show below, we discussed with Alexandra Panait the role of a coach and a trainer. (it is in Romanian language)

A: Today, we’re talking about coaching, a relatively new field in our country, but one that is incredibly valuable and offers many benefits. Joining me is Oana Yucel, a speaker, trainer, and author. Good morning!

O: Good morning, Alexandra. Thank you so much for the invitation. I’m happy to be here with you today.

A: Welcome! I’m really pleased to discuss a field that, as we see, helps so many women who, at some point, find themselves at a crossroads. Not just women, of course, but you particularly enjoy working with women. First of all, I’d like to talk about you and understand your journey. Tell us why you chose this career path.

O: I don’t know if my story is like that of many others, but I discovered my true passion, so to speak, after the age of 30. When my child was born, I, like many women, took the time to reorganize and rethink what I wanted to do. Even though my career up until that point had definitely helped me. I worked in sales, as a manager, and in human resources, and all of these experiences shaped the person I am today. For over four years, I have been working as a coach and trainer, mainly with women, entrepreneurs, managers, and their teams.

Coach VS trainer – What does this role involve?

A: Do you find your job fulfilling?

O: I absolutely love it. I enjoy what I do, and I do what I love. It makes me very happy when I can add value to people’s lives. In my work, we add value to each other because I learn from my clients and participants just as much as they learn from me. We support one another and grow together.

A: Let’s explore what this profession actually means because many people might not fully understand the term, right? Just like we go to the gym and have a personal trainer, in business, we also need a coach, don’t we?

What does a coach do for personal and professional development?

O: Yes, “coach” in Romanian means “trainer.” The term comes from tennis. In today’s business world, the role of a coach is to support the client by asking questions that help them find their own solutions to their challenges.

A: Is it like seeing a psychologist?

O: No, it’s not like a psychologist. A psychologist helps us deal with traumas, things from childhood, or deeper issues. It’s possible that certain personal matters may surface during coaching sessions, but the approach is different.

A: So, it’s about why we sometimes make bad decisions, right?

O: Possibly. I have clients who see both a therapist and a coach. In coaching, the focus is on an objective—we concentrate on the present, on what’s happening here and now, on the current problem, and on the immediate solutions that can be implemented in the near future.

A: So, essentially, we hire a coach for our field of work. How do you handle these challenges, given that industries are so diverse, challenges are so different, and your advice needs to align with each person’s business?

O: I don’t necessarily give advice because I don’t have experience in my clients’ specific businesses. My clients can be in construction, shipping, consulting, and many other industries—I don’t have direct expertise in those fields. My role as a coach is to be present in the conversation, to be curious, to ask the right questions that spark curiosity and help me understand more. I support my clients in seeing a new perspective—one they may not have considered before. Because, as I always say, in coaching, the solutions always come from the client, not from me. I simply guide and support them. The solutions they find are theirs to test and refine.

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A: Let’s say they reach a conclusion, take action, but then come back feeling disappointed. What do you do then?

O: In life, if we don’t try and fail, we don’t learn. With the women I work with, we don’t start from the mindset of “It didn’t work, it’s over.” We test, we analyze, and most of the time, the solution they find is the best one for them at that moment. However, it’s possible that in six months or a year, we’ll have the same conversation, and the solution will be entirely different. This applies to all of us—we have a certain level of awareness now, but in a year, we’ll have a different one. Experiences, knowledge, and people accumulate in our lives, shaping our perspectives.

A: And the entire context can change as well, right?

O: Absolutely, that too.

How does a coaching session take place?

A: How does a coaching session actually take place? How long does it last?

O: In my case, a coaching session lasts one hour, and we usually meet every two weeks. Some clients prefer weekly sessions, but I recommend a two-week gap so they have time to apply the solutions they find, see what worked, what didn’t, and what can be improved. Coaching programs can last three months, six months, or even longer. I have clients who have chosen to work with me for a full year. At some point, I told them, “You know, this isn’t really coaching anymore.” They said they were aware but still wanted to continue working together. So, in those cases, we moved more into the training area. But pure coaching is usually a shorter-term process, about 3 to 6 months, focused on a specific goal.

A: And when you have a new goal, you go back to your coach for guidance.

O: If needed. In most cases, people realize that the solution is already within them. However, they might return because an external perspective can help them validate an idea, look at things from a different angle, and find a new solution. So yes, coaching can be helpful in a targeted way. After working with individuals, we often collaborate with their teams as well, where we shift into a training approach.

What are the differences between coaching and training?

A: This is different from coaching, right?

O: Yes!

A: What are the differences?

O: In coaching, I am only curious, I ask questions, and the solutions always come from the client. In training, I also include a teaching component, especially in areas like leadership, communication, and personal development. Training involves theoretical knowledge as well, but not too much.

A: Techniques, right?

O: Yes, for example, leadership styles that can be applied or understanding communication—how it works and how we can use it to improve our relationships with others. However, in my training sessions, 20% is theory, and 80% is practice because I believe that’s how real life works.

A: And how does it work in practice?

O: It involves exercises and role-playing. People learn the most from role-plays. I always encourage them to practice in a safe environment where we can experiment and play so they are prepared for real-life situations.

A: Do you meet more often for training sessions?

O: It depends on what we’re working on. We might have a long-term program with teams over several months, a structured training program over a year, or even a one-time session like a team-building event. It all depends on the situation.

Personal and professional development training – what does it involve?

A: Does this field have a fundamental “ABC” that applies universally, something you always start with, regardless of the client’s issue?

O: In general, I adapt to the client’s needs. However, the “ABC” that I have noticed in all my clients, whether they are from small, medium, or large companies, including multinationals, is that a universal issue is always communication. We talk about communication this year, we will talk about it next year, and we will always talk about it. That’s because people come and go, we may know certain things but forget them or don’t practice them enough. So, in any company I work with, one of the most requested training sessions is on communication. Even in coaching sessions, communication frequently comes up as a topic.

Other subjects that have been increasingly in demand lately are accountability and responsibility. In training, we create a space and provide the context for people to grow and develop. However, it ultimately depends on the individual—what they choose to do with the information they receive, whether they apply it or not. In training, it is said that 10% of participants immediately apply what they learn, 10% do nothing with it, and 80% absorb the ideas but only put them into practice when they reach the right level of awareness.

A: I believe that companies truly need professionals like you. These sessions are incredibly valuable, and it’s impossible not to walk away with new insights that can be applied in different life situations.

Find out more about the corporate training sessions I facilitate!