As more young professionals enter the workforce across Saudi Arabia, Oman, and the UAE, organizations are asking: Should we train them, coach them, or both?
The answer lies in understanding the difference—and the value—of each approach.
Training
is structured, content-focused, and designed to build knowledge and skills. It’s ideal for onboarding, compliance, technical learning, or introducing core concepts.
Coaching
on the other hand, is developmental. It’s personalized, reflective, and driven by individual goals. Coaching is key for building leadership identity, critical thinking, and confidence.
At Sharef & Co., we often blend the two. Here’s how:
Training for foundational skills and shared knowledge
Coaching circles or one-on-one sessions for personal growth
Live feedback to support real-time reflection
Workplace projects that apply both models
Case Example:
In a graduate program for an Omani energy firm, we ran 5 skill-based workshops and followed them with small-group coaching. Trainees reported a 40% increase in confidence when applying what they learned. Their line managers noticed improved initiative, collaboration, and communication within just 8 weeks.
Young employees don’t just need instruction—they need someone to ask them the right questions.
Want to combine structured training with guided transformation? Let’s help your next-gen talent thrive.