Difference between the two T’s-TRAINING and TEACHING…

Difference between the two T’s-TRAINING and TEACHING:

Quite a few of us get confused with the difference between Teaching and Training …. This was the first and foremost question that I was asked at my earlier job!!! As per several dictionary definitions, Teaching is “to cause to know something, to impart knowledge or to instruct by example”, where as Training is “to form by instruction, discipline” or “to make prepared for a test or skill.”

From these definitions, we can clearly understand that teaching is more theory oriented and training practice oriented. A teacher creates an awareness of the concept, and provides new knowledge; a trainer helps in understanding the practical application of this knowledge. As it is said, everyday is a learning day but not a training day… At times, while being trained in many organizations, we go through the process of learning and unlearning. This implies unlearning the school concepts and learning the corporate (practical) concepts. Teacher verbally says what the concept is, but in training you would know how it is done. Teaching makes others to know, whereas training makes others to work. A Teacher provides information on a large area, but a trainer provides intensive information in small area… A Teacher brings out the capability to acquire knowledge whereas a trainer brings out your hidden talent.

We need to be acquainted with many skills which would be very useful to succeed in the journey called “LIFE”, and quite a few of these skills can be acquired through training.

To conclude, I feel both training and teaching have their own importance, where training may have a higher impact on learning by way of active participation by interaction, team plays, games, and several other activities which reduce the inhibitions in participants, making them more competent bringing out the hidden talent within one selves.

Kavitha Gayathri
Associate- Client Relations


Training and its success factors

Training and its success factors: The ‘Need TO Train’: The Need FOR Training…

Training, Learning, Re-Skilling… call it what one may. It remains an activity driven by the need underlying it. In training, with the my little experience as a facilitator, I have found an interesting phenomenon that I have started to believe drives whether learning finally happens after ‘training’ has been delivered. I am no expert at this and may not be right. Nevertheless, I share my thoughts and invite thoughts on this from those reading this post.

Every training session that a facilitator courageously enters, can at the end of the session leave him/her with a ‘Eureka’ experience, or with a ‘Wow I did this great’, or with a ‘Lets wait to see what the feedback says’, or with a ‘damn! I messed this!’…kind of feeling, depending on the way the session goes. Each facilitator who goes into the classroom to train goes with an express intent to ensure that learning happens and value created through each session. And on their part, Each L&D manager solicits a facilitator/training program with the same intent.

Here, as you would note, both are goaded by the ‘Need TO train’ (NTT).

Now, having set the stage for the L&D managers and the facilitators, who bring on to the table the Need TO train, let’s focus on the learning recipient group. The participants.

The participants for whom a learning intervention is organized come to the classroom with Need FOR Training (NFT). They are motivated to come to the classroom with the express intent of pure learning, gaining knowledge or acquiring a skill. If this need is felt voluntarily, inherently and is internalized, it creates the hunger for learning and thus the Need FOR Training. Imagine where the Need TO train is met in its entirety with the Need FOR training! What one experiences then is PURE MAGIC! That magic is what I call the Learning Value generated from this churn of someone sharing knowledge or a skill and someone else taking the knowledge or skill.


Total Learning Value = Total Need To Train: Total Need For Training
Where, result/learning optimization happens when the TNTT is equal to TNFT. Any delta on either of the variables can impact the TLV and thus the impact of a training intervention.

We the training fraternity need to give it our all by bringing in the TNTT and the participant fraternity on their part needs to bring in their all the TNFT and what we would create for organizations is true Value.

Monica Reddy