There is a lot of confusion surrounding the word "Training". It is often used interchangeably with "instructing", "learning", and "course". We believe it is very important to define what we mean when we speak of training.

Training is a process for acquiring a new set of skills that can be DEMONSTRATED.

There it is: skills that can be demonstrated.  We like to say it this way: Training is about what you want people to DO.

This is in stark contrast to many "training" sessions which focus on what people are to KNOW. Too often "training" sessions are filled with Power Point slides full of information, charts, graphs, and data. Too often all of this information is disseminated in a lecture format. Too often evaluation comes in the form of quizzes and tests. These techniques lend themselves to instruction often found in our colleges and universities but not the training we need in the workplace.

Since training is about gaining skills that can be demonstrated, people need to be busy demonstrating and doing; not sitting at desks and writing.

An Example of Excellent Training

An easy way to solidify the meaning of training is to think in terms of training a dog.

Suppose you want to train your dog to shake hands. First you model for the dog what you want him to do. You lift his little paw while giving the command to shake. Then you help him practice, all the while reinforcing him with treats when he gets it right. You continue to practice together and correct him if he fails to demonstrate his ability to shake on command. The training is complete when he can shake each time you give the command despite the circumstances. This is a good picture of a training session. Here were the steps that were followed:

• modeling  (you showed your dog how to do it)
• practice (you and the dog give it a try together)
• critique and revision (the dog tries to do it without prompts and then you correct any errors and try again)
• mastery (continued practice until the dog can shake every time he is commanded)

Now imagine a very different type of "training" session. You have your dog sit at your feet. You give him a detailed history of man and canine friendship and even intersperse some statistics on the success of other dogs in learning to shake hands. Now you bring out a flip chart. You show him a nice picture of a paw lowered and a paw raised. You explain how he needs to shake your hand when commanded.  You ask if he has any questions. Since he has none and he was attentive the entire time, his training is now complete.

Sound ridiculous? That's precisely the response we should have when the same technique is used for people and labeled as a "training".

Training is about what you want people to DO, not about what you want people to KNOW. That's why every training we design and the model that we teach others to use is centered on activities and discussions that get people involved, get people moving, get people demonstrating, and get people doing.