Training VS Learning

Training is an event, learning is a process.Effective training supports and influences the learning process. So, if we were able to create a long term training experience, that was able to follow a learner through their entire learning process, then you might be able to say that training is a process. Training is the giving of information and knowledge, through speech, the written word or other methods of demonstration in a manner that instructs the trainee. Learning is the process of absorbing that information in order to increase skills and abilities and make use of it under a variety of contexts. Whatever the goals, the quality of the learning will rely largely on the quality of the training, and so the role of trainer is very important as it can have a huge effect on the outcome of a course for the learner. Training events are a moment in time. Instructional designers craft these moments in time. The moment in time may be a week, a day, an hour, minutes, or even seconds. And it doesn't matter if you define when the moment in time will occur or not. The point is that you must devote time to the event, that could otherwise be used to do something else. Can you train yourself in certain things? Sure you can. But should we call that training? During a twitter conversation I was offered the example of learning photography on your own. You learn photography by taking pictures, mostly. But you may also watch a YouTube video, or even read a book, about some of the fundamentals or advanced techniques. No matter what activity you have chosen to engage in, you have selected a moment in time. It's a moment in time out of your schedule devoted to training yourself with the intent to learn something you can apply. Repeating this process of training yourself, by consuming content, and practicing the craft, supports the learning process. But the learning process is driven by you, not the training. Learning is a long term process. If you've endured a training event, like elementary school, high school, college, or corporate training course, you understand this point. You never remember everything that was presented but the it contributes to the learning process. As individuals, we are responsible for our own learning. You can lead an employee to the training room, but you cannot make her learn. The work we do as training professionals is to create training content, or environment, or experience, that makes it easier for someone to learn: Better, faster, cheaper, than learning on their own. As in all parts of the business, being efficient is important and valued. This is why it's important to understand WHY you are creating training. In Summary it is important to note: We can train You but we cannot learn you.