Training is about what you can DO

There is a lot of confusion about the word "Training". Most of this confusion comes from the model on which most professional development activities are based. We call this the Academic Model. It is the belief that people need knowledge in order to grow professionally.

The Academic Model

This model is based on the following beliefs:

• People need knowledge so we design all activities around what people need to KNOW.
• We lecture and give them all the facts, data, charts, graphs, and information we can squeeze into the allotted time frame. The more knowledge presented, the better the "training" event. We assume they will make the application of the information to their job when they return to the workplace.
• We evaluate the success of the "training" activities by giving tests and quizzes to measure how much knowledge has been retained.

The Academic Model is adequate for "Instructing" people. In fact, it gets it's title from the academic setting; that's how we were taught in graduate studies.It is useful for designing and delivering courses, but it is woefully inadequate and, we believe, misleading when seeking to train people. 

Training has a lot less to do with knowledge than with acquiring skill. That means it is not so much about what you hear or read but about what you can DO.

Solomon's Facilitative Model

This model is based on the following beliefs:

• Training is meant to give people not just knowledge, but most importantly, a skill...something they can actually DO.
• We facilitate activities that help people practice and acquire the skill. Application to the workplace is made during the training because people are practicing just what they will do on the job.
• We evaluate the success of the training activities by measuring the ability of people to perform the skill in the workplace.

Solomon's Facilitative Model creates excellent training. It is the model we created and use for all of our training activities.

What's the difference between "Instructing" and "Training"?

It is important to differentiate between the two because they have very different goals:

• Instructing - "What do we want people to KNOW?"
• Training - "What do we want people to DO?"

If you want a course with information then you are seeking instruction from a teacher or instructor. If you want to acquire a new skill that will help you get better at what you do, then you are seeking a training event from a trainer. The problem we face in much of our professional and talent development activities is that many training events are really just courses which present lots of information and evaluate success of by written tests.

Let me give you an example to illustrate the point.