Excellence is an art won by training.
When there is change the inevitable consequence is the need to learn. Changes may be the results of new working practices, the general development and changing aspirations of people or the result of the introduction of new technology. Such changes may require people to learn new knowledge and skills, and accompany this with changes in attitudes. Also, people often have to unlearn redundant knowledge, skills and attitudes which are inappropriate to the changed working environment. This might be an unnerving experience for people accustomed to established practices learned over a working life.

When using words such as “change” and “learning” in reference to work, the following factors should be considered:
– The kind of change being introduced.
– The demand these changes will make on peoples’ performance.
– The precise details of the knowledge, skills and attitudes people will need to learn to enable them to cope with changes.
– The time needed for people to learn.
– The cost consequences of people failing to learn.
In many cases the terms “learning” and “training” are usually used interchangeably but there is a clear distinction between them.
Is there a difference between helping people “learn” and “training” them?


To learn more on training, buy my book Training at Its Best

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