From Know-How to Know-Being: Why Training and Coaching Are the Pillars of Lasting Change

Introduction – The Pitfall of a “Technical-Only” Approach

While supporting a company in rolling out a new ERP system, the project team had everything covered: a complete training plan, clear materials, detailed tutorials. Technically, everything worked perfectly.

But in reality, the transition was laborious. Interdepartmental tensions persisted, collaboration was fragile, and decision-making was slowed by a lack of mutual trust.

This scenario illustrates a recurring truth: know-how gets things moving, but it’s know-being that makes it last. In transformation, ignoring the human dimension is like building a ship without a rudder.

Why Know-Being is Now Essential

Technical skills remain important, but they no longer guarantee transformation success. What truly makes the difference:

• Adaptability in the face of uncertainty

• Collaboration across teams and functions

• Alignment around a shared purpose

💡 Example: In a supply chain reorganization project, a logistics director I coached had all the technical expertise required. But his impact was transformed after executive coaching focused on leadership and communication. The result: stronger teams, reduced tensions, and a rollout twice as fast as planned.

Training – More Than Just Knowledge Transfer

An effective training program is not about “delivering content.” To truly drive change, it must:

1. Be participatory – prioritize role plays, simulations, and hands-on activities.

2. Address real, identified field needs.

3. Create feedback loops to anchor learning.

🎯 Best Practice: Integrate “mirror workshops” where participants share how they apply learnings in their daily work.

Executive Coaching as a Lever for Sustainable Transformation

Executive coaching enables deep work on behavior, mindset, and vision. It acts as a catalyst to:

• Develop emotional intelligence and stress management

• Strengthen the ability to inspire and unite teams

• Improve decision-making in complex environments

📌 Case Study: In a program I designed for a fast-growing African company, individual coaching for executives aligned leadership styles. The impact on team engagement was immediate: +25% internal satisfaction within six months.

How to Combine Training and Coaching in a Change Project

An effective support plan blends both approaches:

1. Initial Diagnosis: Identify gaps between technical and behavioral skills.

2. Integrated Journey: Alternate group workshops (training) with one-on-one sessions (coaching).

3. Post-Project Follow-Up: Measure progress and fine-tune practices.

💡 Tip: Appoint an “internal mentor” in each team to extend support after project completion.

Conclusion – Changing Behaviors to Change the Company

In any strategic transformation, know-how helps you reach the goal… but know-being ensures you stay there. Both are inseparable for building sustainable performance.

If you want to design a program that combines targeted training with transformational coaching, I invite you to contact me to co-create a tailor-made journey adapted to your needs.