Learning vs. Training

So often are words ‘Learning’ and ‘Training’ used interchangeably, that the difference between the two seems blurred to the normal eye. To most these two words might seem synonymous, but in truth, they are not and Thank God, they’ll never be.

Learning is about the people. Training is about the organizations or, let’s just say, learning is what people naturally do and training is what the organizations expect them to.

Learning is natural to humans, we learn, we do, or at least every intelligent being tries to. We learn to kick from the time we are in our wombs, to becoming great football players and all the other sports in between that we employ our feet on, (I won’t get in all the details here), but the bottom line is, yes, learning is natural to us.

So? Shouldn’t we just learn whatever we want to, as life go by, like picking daises on a cool spring morning, why do we need to be trained. Maybe because it would sound rather absurd to say, ‘I am a learnt teacher, rather than saying I am a trained teacher.’ To start with, the English language won’t allow of it … and secondly someone needs to pay for the whole business of learning and training.

Guess you get the basic idea and agree that we need training about some of the basic stuff about being civilized human beings. However, once all of that is taken care of, can’t we just learn things that excite us, and that we can in do in our own time and space, without someone training us all the time?

Well, the answer to that could either be, “ No, you can’t learn on your own, you never have been and you education system would vouch for that…” or that you’re your company was low on budget and decided to make-do with ‘One-Training-Fits-All’ approach, with no special considerations for your interests, your learning style, etc, etc. In addition (and to makes this worse), your organization would expect wonders in your performance post this ‘training’.

What do you do? Maybe nothing much, but your organization can. They can hire companies that would exclusively design learning for you and your needs. How cool is that? And, if the question in your head is, "Will this exclusive ‘Learning Design’ be any better than the training you been put through?", Well! The answer to that is...Yes!

‘Learning Design’ focuses on people and bringing about the desired change in their behavioral and their performance, contrary to ‘Training’ that deals with teaching specialized skills and knowledge.

Training enforces learning in more mechanical terms like saving a word document (…and you better didn’t have an attitude about it…lest you want to lose it). On the other hand, ‘Learning Design’ focuses on the learners and helps them achieve their individual potential (…you can have an attitude and we will call it your learning style, and cater for it).

Learning Design focuses on the learners and aligning their potential to their work. It involves instructional methodologies and strategies that entice the learner, help learners enthusiastically take on the task of learning, which eventually influences behavior and performance at work.

Learning allows learners to do what they are most comfortable and most capable of, it focuses of what they enjoy, and their strengths, rather than what others try (or train) them do and sometimes be.

Training is something that happens at work (or when your mom is around). Training is usually treated as a task; people do it because they're paid to do so (or because your mom makes you to).

Learning is very different. Learning is something that people can pursue at work or at their own time. Ummmm! Don’t you like the sound of that?

People respond to appropriate learning because they want to; because it benefits and interests them; because it helps them to grow and to develop their natural abilities; to make a difference; to be special.

'Learning' as an experience is far better than 'training' as it is self-driven and self motivated.