Most agencies put a lot of faith in training. And it makes sense: training is structured, efficient, and feels like progress. But here’s the problem: most of what’s taught in training never makes it into real practice.

In fact, research consistently shows that as little as 10% of training content is applied on the job if it’s not followed up with coaching or other support mechanisms (Saks & Belcourt, 2006). That means 90% of the investment is lost, and more importantly, so is the opportunity for real change.

But when coaching is added? That number can climb to 80%. Coaching isn’t a nice-to-have. It’s the bridge between knowing and doing. And in MiiWrap, like any evidence-based practice, that bridge is non-negotiable.

Why Training Alone Fails to Create Lasting Practice Change

Training does its job: it introduces the model, explains the rationale, and offers a safe place to try new skills. But training happens in a vacuum. Once staff return to real work with real families, things get messy.

Stress, time pressure, and emotional complexity pull staff back into old habits. Even well-intentioned practitioners struggle to apply what they learned when they’re operating solo, under pressure.

That’s not a people problem. It’s a systems problem.

And the solution is built-in: coaching provides the structured, intentional support needed to move from head knowledge to heart-and-habit execution.

Two people talking

What Great Coaching Does That Training Can’t

Coaching isn’t just follow-up. It’s where the learning actually happens. Let’s break down a few critical roles coaches play, and why they’re essential for high-fidelity practice:

  1. Observe What Training Can’t See
  • Coaches watch staff in the field: during family meetings, planning sessions, even hallway conversations. They notice subtle cues: who’s doing most of the talking, where power is concentrated, how ruptures are handled.
  • Example: A staff member thinks they’re centering the family’s voice, but the coach notices they’re filling silences and steering decisions. That’s not malicious, it’s unconscious. But it still erodes fidelity. Coaching gently surfaces the pattern and offers a better way.
  1. Deliver Targeted, Just-in-Time Feedback
  • Unlike the broad strokes of training, coaching zeros in on specific moments and skills. Coaches provide immediate, skill-aligned feedback so staff can adjust in real time.
  • Example: “Did you notice how your tone shifted when you talked about next steps? How might the family have experienced that?” This kind of feedback builds reflection, self-awareness, and trust.
  1. Guide Reflection and Growth
  • Coaching isn’t about correction, it’s about development. Coaches guide staff through structured reflection, often using the MiiWrap Fidelity Tool, so learning sticks and confidence grows. Coaching is where mindset and model meet.
  1. Support Consistency, Mastery, and Motivation
  • Change isn’t linear. Coaching creates a space for failure, experimentation, and progress over time. This increases not just fidelity, but morale. Practitioners feel supported, not judged. Seen, not scrutinized.

Without Coaching, Fidelity Fades

We’ve seen it time and again: agencies invest in training, but skip the coaching, or treat it like supervision. The result?

  • Inconsistent implementation
  • Frustrated staff
  • Disconnected youth and families
  • Poor outcomes, blamed on individuals

But this isn’t about bad staff. It’s about broken systems. Without coaching, MiiWrap becomes just another thing on a long list. With coaching, it becomes the way we do the work

MiiWrap Coaching Isn’t Supervision: It’s Supported Skill Building

Our approach to coaching is specific and intentional. MiiWrap coaches are trained to:

  • Use fidelity tools to assess real-time practice
  • Provide strength-based, behavior-specific feedback
  • Facilitate reflective conversations that foster ownership and insight
  • Scaffold new skills in manageable, confidence-building increments

This isn’t “checking in,” it’s building up.

A Real-World Example

One agency told us, “We thought we were doing MiiWrap well after training. But it wasn’t until our coaches started using the fidelity tools that we saw the difference between talking the talk and walking the walk.”

In less than six months, their implementation scores jumped, family engagement deepened, and staff turnover dropped.

What changed? Not their people. Their support system.

Final Takeaway: If You Want Fidelity, Invest in Coaching

Training is a powerful starting point, but that’s all it is: a start. Real implementation lives in the day-to-day, and that’s where coaching shines.

When agencies commit to strong coaching, they stop spinning their wheels. They move from knowledge to confidence, from compliance to transformation.

Want MiiWrap to take root in your organization? Put your energy where the learning really happens: coaching.

Learn How to Get Started

New in July: Our First eLearning-Driven Coaching Cohort Is Launching

We’re excited to announce that our first eLearning-based MiiWrap Coaching Cohort launches this July.

Until now, our facilitators have had access to deep, structured, and flexible learning: now coaches can get that same high-quality, nuanced learning experience, grounded in real-world application and built for long-term fidelity.

This isn’t surface-level training. It’s a complete learning journey that mirrors the coaching process itself: reflective, personalized, and powerful.

If you’re ready to build a team of coaches who can anchor MiiWrap with confidence and clarity, this is the place to start. Contact us if you’d like to learn more.

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References

  • Saks, A. M., & Belcourt, M. (2006). An investigation of training activities and transfer of training in organizations. Human Resource Management, 45(4), 629–648.
  • Joyce, B., & Showers, B. (2002). Student achievement through staff development. Association for Supervision and Curriculum Development.
  • Fixsen, D. L., Naoom, S. F., Blase, K. A., Friedman, R. M., & Wallace, F. (2005). Implementation research: A synthesis of the literature. National Implementation Research Network.
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