UNDERSTANDING SKILLS TRAINING

Too many people have forgotten the goals of “Skills Training.” 

Information transferal has begun to  blur the lines. 

And unfortunately, the real losers will be those workers who need to learn the necessary skills their organizations require.

The distinction between Education and Training has been clear for centuries.  While “Education” is difficult to pin down, generally, the accepted definition revolves around the acquiring of Knowledge for one of a variety of purposes.  And, there is a plethora of research indicating that Knowledge arises in the mind of an individual when that person interacts with an idea or experience. 

“Training was originally practiced through guilds. Youngsters would be apprenticed to a master baker or builder and work under him in order to learn his trade. This was considered the proper method of learning for the lower and middle classes.”
 
Education ‘’has its origins in the medieval university system. Young men from wealthy families would complete a course in theology or philosophy before studying his chosen profession.” (from: DifferenceBetween.net )


Socrates argued that education was about drawing out what was already within the student. (the word “Education” comes from the Latin “e-ducere,” meaning “to lead out.”)

Training, on the other hand, has historically been associated with “skills acquisition.”  We learn to do something by being exposed to doing it —- either in a workshop lab or through simulations and media instruction. 

Skills training involves the practice of Doing.  That Doing may be hands-on or it may be vicarious through well designed multi-sensory media courseware and simulations.  Information is merely the background knowledge that may, or may not, be necessary to the Doing.

We learn to pack a pump by doing it — not by reading about it.  (In the First Grade we learned to hold a pencil correctly by practicing the doing of it.)

So, why are so many vendors passing off information-only courseware today?  (Re-purposed PowerPoints are prime examples,)

Because it requires little knowledge of either the learning process or of knowledgeable instructional design.  (Shamefully, they can simply convert their information-only PowerPoints —- and label those results as e-Learning.)

We need to change that equation!  We need to refocus our attention on skills training that actually works!  And that means hands-on instruction, simulations and media-based e-Learning — or some combination of those three better answers.
More on Wednesday  –  –  –

  — Bill Walton, co-Founder, ITC Learning

       December 4, 2017

      www.itclearning.com/blog/  (Mondays & Wednesdays)


 “OUR WORLD RELIES ON THE HANDS OF ITS MEN AND WOMEN”

 (This is a personal blog.  Any views or opinions represented in this blog are personal and belong solely to the blog owner, jhbillwalton@gmail.com, an independent consultant.  They do not represent those of people, institutions or organizations that the owner may or may not be associated with in a professional or personal capacity.)