"Excellence  is repetition with addition"













To tell is....."Forgotten"....TRAINING

To show is...."Remembered"......LEARNING

To involve is...... "Understood"......DEVELOPING

The word "Training" suggests putting information into people, when actually we should be developing people from the inside out. This is so they can achieve their own individual potential coupled with what they love and enjoy, what they are most capable of, and strong at doing, rather than what we try to make them do.

The word "Learning" far better expresses this than 'training'. Training is about the requirements of the organisation. Learning is about the person and how they impact and work within it.

Training is unfortunately (mostly) considered a chore, people tend to do it because they're paid to. Learning is very different. People respond to appropriate learning because they want to, because it benefits and interests them. It is also of benefit because it helps them to grow and to develop their natural abilities, to make a difference and to be "special".

Training is something that happens at work. Learning is something that most people pursue by choice at their own cost and in their own time. Does it therefore not make sense for employers to help and enable that process? Of course it does.

The word "learning" is significant and it suggests that people drive their own development for themselves, through relevant experience, beyond work related skills and knowledge and processes. "Learning" extends into the idea of personal development (and thereby into organisational development) to beliefs, values, wisdom, compassion, emotional maturity, ethics, integrity - and most important of all, to helping others to identify, aspire to and to achieve and fulfil their own unique individual personal potential.

"Learning" describes a person growing where as "'training" merely describes, and commonly represents, transfer of knowledge or skill for organisational gain. This has generally got nothing to do with the trainee. No wonder people don't typically enjoy or queue up for training.

When you help people to develop as people it creates a far greater alignment and congruence between work and people and lives. Using this development style you provide more meaning for people at work  and you also build and strengthen platform and readiness for any amount of skills, processes, and knowledge development that your organisation will ever need.

Obviously do not ignore basic skills and knowledge training, for example: health and safety, how to use the phones, how to approach a customer, etc - of course these basics must be trained - but they are not what makes the difference. Train the essential skills and knowledge of course, but most importantly focus on facilitating learning and development for the person, beyond 'work skills' - help them grow and develop for life - help them to identify, aspire to, and take steps towards fulfilling their own personal unique potential.

"Give a man a fish, you feed him for a day."

"Teach him how to fish, you feed him for a lifetime."

Dr Stephen R Covey

Telephone 01628 622274

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Copyright [Visionarydevelopment] Sept. 2006