Is There a Difference Between Training and Learning?
Is There a Difference Between Training and Learning?
I define 'training':
Training is the conscious and planned process of transferring knowledge, skills and attitudes to others.
The concept of transfer here is critical, as is the element of planning.
I define 'learning':
Learning is the processing and assimilation of what we hear, see or experience that alters or improves our knowledge, skills and attitudes.
The combination of knowledge, skills and attitudes is behaviour. If someone trains us, or we learn something new or different, it is our behaviour that is affected.
If our behaviour is changed, we have learnt something.
Training is active - it is conscious and planned - it does not just happen.
What is the best way to learn?
Should someone train us or should we go off and try to learn something new by ourselves?
In recent years, self-directed learning has gained increased attention. Some people felt that it was better for some people to 'discover' something rather than be taught.
I believe both learning and training are important. In this informal learning article, I explained that about 70% of learning was informal. Informal learning is very helpful.
I probably have a bias, but I believe organisations should have a planned approach to the development of their people. If training needs are identified, they should be addressed in a timely manner. A well planned training event can do this, particularly if the trainer can identify the key issues to be addressed.
Training can save time. In a computer software training session, which is best: asking the trainer a question or looking for the answer in the software 'help' feature? (I do have a bias here - having recently installed some new software, I much preferred to ask the direct question. I find a lot of software 'help' features very unhelpful - the discovery learning process does not work all the time).
A good trainer can use discovery learning methods in a structured way. Time is the critical element. Learning should be maximised in the time available.
Too many organisations are relying too heavily on informal learning. Planned training can be more efficient and time effective.
Summary
Training is something you do. Learning is something that happens. Learning should be the major outcome of training. Sometimes having a trainer speeds up the learning process.
Training is successful if learning occurs. Changed behaviour in the workplace is essential if organisations are going to grow and develop. Planned training that relates to the current organisational direction can make a real difference.
Personal reflection
Do you have a personal training and development plan?
Do you place the right balance on training and learning?
Action items
From a business viewpoint, is your approach to training effective?
Should this issue be discussed at your next team and/or management meeting?
Is There a Difference Between Training and Learning - To learn more about this author, visit Derek Stockley's Website.
Like this article? Share it with your friends
Two definitions - training and learning
I define 'training':
Training is the conscious and planned process of transferring knowledge, skills and attitudes to others.
The concept of transfer here is critical, as is the element of planning.
I define 'learning':
Learning is the processing and assimilation of what we hear, see or experience that alters or improves our knowledge, skills and attitudes.
The combination of knowledge, skills and attitudes is behaviour. If someone trains us, or we learn something new or different, it is our behaviour that is affected.
If our behaviour is changed, we have learnt something.
Training is active - it is conscious and planned - it does not just happen.
What is the best way to learn?
Should someone train us or should we go off and try to learn something new by ourselves?
In recent years, self-directed learning has gained increased attention. Some people felt that it was better for some people to 'discover' something rather than be taught.
I believe both learning and training are important. In this informal learning article, I explained that about 70% of learning was informal. Informal learning is very helpful.
I probably have a bias, but I believe organisations should have a planned approach to the development of their people. If training needs are identified, they should be addressed in a timely manner. A well planned training event can do this, particularly if the trainer can identify the key issues to be addressed.
Training can save time. In a computer software training session, which is best: asking the trainer a question or looking for the answer in the software 'help' feature? (I do have a bias here - having recently installed some new software, I much preferred to ask the direct question. I find a lot of software 'help' features very unhelpful - the discovery learning process does not work all the time).
A good trainer can use discovery learning methods in a structured way. Time is the critical element. Learning should be maximised in the time available.
Too many organisations are relying too heavily on informal learning. Planned training can be more efficient and time effective.
Summary
Training is something you do. Learning is something that happens. Learning should be the major outcome of training. Sometimes having a trainer speeds up the learning process.
Training is successful if learning occurs. Changed behaviour in the workplace is essential if organisations are going to grow and develop. Planned training that relates to the current organisational direction can make a real difference.
Personal reflection
Do you have a personal training and development plan?
Do you place the right balance on training and learning?
Action items
From a business viewpoint, is your approach to training effective?
Should this issue be discussed at your next team and/or management meeting?
Is There a Difference Between Training and Learning - To learn more about this author, visit Derek Stockley's Website.
Like this article? Share it with your friends
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 Is There a Difference Between Training and Learning?
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Kim CastleWith nearly two decades in the advertising and design business, with clients like Domino's Pizza, General Motors, Direct TV, Pedigree, Wolfgang Puck, Higher Octave Music, Hollywood Celebrity Products, Disney, and Paramount, as well as thousands of entrepreneurs around the world define, structure, communicate, and position their business for greater profits, BrandU(R) co-creators Kim Castle and W. Vito Montone discovered that entrepreneurs could experience the same power that big brands command for a fraction of the cost with the world's only process-based results-drive Integral approach to business creation. BrandU(R) is helping entrepreneurs grow with the power of extreme clarity from idea...to brand...to market(TM) and helping one million entrepreneurs become successful and whole so that they can make a difference in the world. Are you one of them? If you want to experience clarity all the way to the bank(TM), get started now at http://www.brandu.com. - Visit Kim Castle's Website |
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Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
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Dr. John OdaJohn Oda Ph.D NLP is a business peak performance expert, an author, and speaker frequently called upon to provide corporate training, workshops and seminars for many companies in the United States. He is an expert in coaching sales and business professionals in overcoming the behaviors and obstacles that may impede their sales results and affect their bottom line. Since 1995, John has created a speaking bureau such topics, which include: time management, sales training, human diversity, leadership programs and etc. He provides companies with a strategic plan to increase their bottom line by over 25 percent yearly. - Visit Dr. John Oda's Website |
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Staging DivaDebra Gould, aka The Staging Diva®, is President of Six Elements Inc., an internationally recognized home staging company. Inspired by many requests from aspiring home stagers wanting to start similar businesses, Gould created the Staging Diva Home Staging Business Training Program. Gould has trained over 1000 Staging Diva Graduates worldwide to start staging businesses. Buying decorating and selling six of her own homes in four years lead to an interest in real estate staging which she turned into a career with the launch of sixelements.com in 2002. Since then she has staged hundreds of homes in addition to teaching home staging training. Gould is the author of several home staging resources including a series of popular ebooks made up of a Design Guide, Color Guide and Portfolio Guide. For more information about Debra Gould visit stagingdiva.com. - Visit Staging Diva's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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 Derek Stockley (Visit Derek's Website) Derek Stockley is a training, learning and performance consultant based in Melbourne, Australia. His website (www.dere kstockley.com.au) contains over 100 articles designed to help people and organisations do more. His consulting business covers public training programs and in-house assignments. Derek's main focus is improving performance, whether it be at the individual or organisational level. His current focus revolves around employee engagement.
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