Training, Coaching and Consultancy Services

"Training used to be the name for the process of levelling up the knowledge, skills and capabilities of people.  The name is still in wide use.  Lots of folks now prefer the term Learning and Development.  There were two main objections to "Training" that "Learning and Development" addresses.

1) Training is done to you

Training can easily be perceived as passive.  You can just sit there and be trained.  This isn't the attitude you are normally looking for.  An endeavour in which folks are actively engaged is preferable.

2) Training is completable.

If folks finish a training course thinking they are now the finished article, they are probably misguided.  Better practice would be to consider an ongoing process in which folks continuously improve.

It is common for folks to complain of lack of training.  This is a clear signal to management that something is missing.  It is probably that your folks aren't getting the mastery they desire.  What this isn't necessarily is a request for formal, separate training, even though it may be couched in those terms.  

The goal isn't training.  The goal is mastery - doing the job better and having a team motivated by their improvement and excellence.  The most important way of delivering that is learning and development on the job.  While separable courses have a role to play, developing mastery every day is more valuable.

Learning and Development is an active and continuous process.  Most of it should be on the job.  That can be punctuated with courses, or events that enable folk to step back and develop skills in a different way."