What distinguishes Learning from Training for you? In this article, we take a closer look at both terms and explain how professional education experts can optimally support the learning process.
On the Concept of “Learning”
To properly understand a term, it often helps to look at its origin: “Learning” comes from the Gothic “I know” (lais) and the Indo-European “going” (lis): This already implies that learning is a process of acquiring knowledge.
Some terms change over time, but this meaning of learning is still relevant today. And for many, it is not a word they think about for long. For trainers, coaches, consultants – and everyone involved in (further) education, however, a second look is worthwhile. Too often, the term learning becomes blurred with similar and newer terms like training or coaching.
The difference: Learning happens within us. Training or coaching is applied from the outside. As a further education provider, you can therefore only indirectly influence the participants' learning process.
This is precisely why the design of learning environments is so important. Although trainers cannot directly make anyone learn, they can create conditions that make learning more likely. This includes practical tasks, regular exercises, and sufficient time for application and reflection.
How Trainers Can Influence Learning
Tell me – and I will forget! Explain to me – and I will remember! Let me do it myself – and I will understand. (Confucius)
This quote from Confucius expresses wonderfully: The more I am involved as a learner myself, the stronger the learning process is. As a trainer, you can offer assistance:
Promote learning
Simplify learning
Motivate to learn
etc.
In practice, this means: To facilitate learning as a process, you as a trainer or coach should support the participant long-term. A seminar is better than a lecture, and a multi-week training is better than a seminar.
For multi-week training courses, the Blended Learning method is the most sustainable: The participant learns new things in a few in-person sessions (seminars).
Subsequently, they practice the content over a longer period of time and parallel to their daily work routine (e-learning).
Level 1: Lecture (tell)
Level 2: Seminar (explain)
Level 3: Blended Learning (internalize)
Optimally Supporting the Learning Process with the Blended Learning Method
In-person learning + E-learning = Blended Learning
Support training participants much more sustainably with Blended Learning!
“Learning and Development” Department?
A final note on the topic of “Training vs. Learning”: Perhaps you work in a department called Learning and Development yourself? Or is it Training and Development? We use both terms almost identically, but as described above, learning and training are different.
What I mean to say is: Language is important! As an expert in further education, you should constantly question and, if necessary, adjust your own terminology. Show your participants that they as LEARNERS carry the responsibility themselves – and that any training or coaching can only support this indirectly.
Confucius reinterpreted: Only those who get active and practice can learn sustainably.
Conclusion
Training delivers content, but learning only occurs when people become active themselves and apply new knowledge.
This distinction is crucial for successful further education. Trainers, coaches, and HR developers cannot directly control learning processes, but can only create framework conditions that enable and support learning.
Therefore, learning formats that actively involve participants and give them time for application are particularly effective. Methods like Blended Learning combine face-to-face phases with practice and reflection in the daily work routine, thus promoting sustainable learning processes.
Anyone planning further education should therefore not only think about training, but above all about learning. Because true competency development only happens when participants apply and internalize the content themselves.
Frequently Asked Questions and Answers
What is the difference between training and learning?
Training is an externally designed measure that provides content, exercises, and impulses. Learning itself, on the other hand, takes place within the learner. Training can therefore support the learning process, but does not automatically generate learning.
What role do trainers have in the learning process?
Trainers create framework conditions that facilitate learning. This includes understandable content, practical tasks, opportunities for practice, as well as feedback and reflection. The decisive factor is that the participants active themselves.
Why is a single training session often not enough?
Conveying new information is only one part of the learning process. For this to turn into skills and competencies, participants must apply, practice, and reflect on what they have learned. This requires time beyond the actual training session.
How does Blended Learning support sustainable learning?
Blended Learning combines personal learning phases with digital elements. This allows participants to get to know new content and then practice, repeat, and transfer it into their daily work routine over a longer period of time.
How can companies promote sustainable learning processes?
Companies should not view further education merely as a single training measure. Learning times, practical tasks, digital learning offers, feedback, and opportunities for application help to permanently integrate learning into the daily work routine.
