Why A Thin Line Of Difference Between Training And Learning Really Matters
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A Thin Line Of Difference Between Training And Learning: Why It Really Matters

“Why can’t you get it right? Do you want me to shout daily? You are now unbearable”, Patrick, the sales manager scolds Edwina, a sales executive in an accounting software firm.

After having worked in this company for more than 6 months, Edwina is still unable to convince business prospects. Patrick feels that her sales pitch is awful. Providing months of training to Edwina has been of no use.

Several employees like Edwina are also in the company, who struggle on a daily basis. Encountering this issue, Patrick decides to call Sam, the CTO of the company.

“I'm sorry to say that, but training sessions prepared by your team are not yielding the desired result. Many of my team members do not have the correct sales pitch; they are even unaware of the products that we sell. I think we need to relook at the training strategy, what do you say?”, Patrick questions Sam.

“Ok, I understand, I will look into this and come up with a solution”, Sam in his cracking voice, tries to calm down Patrick.

“Let us meet tomorrow and discuss your solution”, Patrick angrily says this to Sam.

Meanwhile, Patrick opens all the training materials and comes up with the following outcomes:

  • Courses are a bundle of information
  • Interactivities are task driven
  • Courses have an interim impact
  • The scope of further follow-up is missing
  • The parameter for measurement of knowledge is void

Patrick has a strong feeling that he needs to outgo with the existing training style and adopt something new, which has a long-term impact on the overall working style of his teammates.

So, on the next day, Patrick meets Sam.

“Hey! Hope you are doing well!”, Patrick says.

“Yeah I am good”, Sam responds.

“Without wasting much time, let us quickly go through today’s agenda”, Patrick says to Sam.

“Yes, of course”, Sam says.

“I feel that we need to make our training module bit more interactive, engaging, and personalized. What do you say?”, Patrick asks Sam.

“Yeah, I feel the same. We need to get rid of primitive training model and adopt present day learning strategy”, Sam replies to Patrick.

“But, what are the main differences between the primitive training model and a modern-day learning strategy?” Patrick questions Sam.

“After your called, I did some research and formulated a new strategy that largely differs in the following ways:

Primitive Training Module Modern Day Learning Strategy
Assumes relative stability Assumes continuous change
From the outside in, done by others From the inside out, learner motivated
Appropriate for developing basic competencies Helps organizations and individuals learn how to learn and create novel solutions
Not necessarily linked to the organization’s mission and strategies Directly aligned with organization’s vision and requirements for success
Emphasizes improvement Emphasizes breakthrough

I feel that we really need to bring the overhaul changes by understanding these basic differences between training and learning”, Sam explains to Patrick.

“I cannot agree more. This is the real time to make a course correction and not blame the sales team for everything going wrong”, Patrick replies to Sam.

In the next article, we will look at how Patrick and Sam work together changing the learning culture and profit in a long run.

After the meeting, Sam re-frames the learning strategy of the company’s sales team. He decides to adopt the following new flavors in the new-age training kit:

Chunk Content In Small Parts

Chunking content in small parts and then presenting it to the learners is much more result-oriented compared to holding hours of the training session. Microlearning has repeatedly proved to be more effective for new age learners, who are impatient.

Enhance Learner Engagement

Adding scenarios, storytelling, games, and knowledge checks at logical intervals help the learners grasp the content in a better way. It is, however, important to ensure that learning engagement strategies run parallel to learning objectives.

Make Learning Mobile

Conducting hours-long session can turn good learning content vague. Providing learning at the comfort of the learners is a way to go. Different research reports have highlighted that delivering learning content which is easily and 24/7 available to learners are much more effective than classroom-based training.

Be Human

One of the most important, yet the most ignored facts is that maximum learning contents around us provide mechanical knowledge which lacks the human touch. It is, therefore, advisable to be human while communicating with learners.

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