Training vs. Learning, what is the difference?

Here at RedSeed it is our job to change behaviours and behaviours simply aren’t changed with one day’s worth of training.

Training vs. Learning, what is the difference?
September 20, 2017 Regan Neale

Okay, let’s start with some definitions. We’ve pulled together a breakdown of the learning outcomes of both ‘Training’ and ‘Learning’, in the table below:

A breakdown of of the learning outcomes of ‘Training’ and ‘Learning’

So, imagine you’re a retail company looking to improve the way you and your team sell on the shop floor. How do you get the best ROI on your training? Which method is going to transfer the most knowledge?

You could send your trainees on a day’s worth of training… However, while short-term training may be more cost effective and less time-consuming upfront, is it really saving you time & money in the long run? We’ve done a bit of a deep dive into the nitty-gritty stats and additional factors, to help you to get the best learning outcomes long term!

Short term face-to-face training is great to get staff engaged and give them a kick-start to the topic you’re wanting to cover! We often get asked; How is this method of training measured long-term? How much is it really saving you in the future? From a cost perspective, short-term training can have a number of hidden or unbudgeted costs in terms of travel-time and taking your staff off the shop floor for a period of time. So, when we say “we’re saving money with short-term training”, this statement becomes a little more complex as it can be a bit of a false economy.

How about long-term retention? We’ve pulled together a table outlining retention rates of face-to-face short-term training which helps to give us a clearer indication of whether knowledge is actually transferred with short-term training.

Retention rates and the decline of content remembered days following the training

At RedSeed, it’s our job to change behaviours long term, and behaviours simply aren’t changed with one day’s worth of training. How do we do this? By creating a personalised learning solution for your company and a learning pathway for your trainees.

So, while training is aimed at teaching your team members how to perform a specific skill or replicate a desired behaviour, learning is a more personal approach to your trainee’s education which helps with the ongoing development of each individual team member.

How do you measure the success of learning?

Companies who have a strong culture of learning embedded in their business realise that training is more than just box-ticking exercise, and a measure of ‘success’ is more than just the completion rate of a course. Businesses should be interested in how engaged their trainees are in the training, as the higher the engagement the higher the quality of learning.

It takes time and feedback to get the best out of your team! We talk here at RedSeed about how fundamental Coaches are to a trainees engagement but that deserves it own article which you can read about here.

Because learning is about ongoing development and changing behaviours, measuring course completions doesn’t give you an accurate snapshot of how engaged your trainees are in their training. Here at RedSeed we give you a snapshot of your businesses engagement with an Energy Score. The more people who are active or have completed their training, the better. You can read more about how we calculate Energy here.

If you want to change your businesses selling behaviour then make sure you get in touch and we would be happy to run you through how RedSeed can grow your business.