I’ve been dissing the word training for many reasons: it's an event vs. a process, a solution not the problem, a Band-Aid instead of treatment. Check out this definition of training:
(noun) the action of teaching a person or animal a particular skill or type of behavior.
When someone asks me what I ‘do’, I try to talk about growth and performance, then the person will stare at me blankly until you mutter "I do training." This is a big problem because doing training isn't what our customers and organizations need. They need these three things:
Their people to be more effective
To do more with less
To focus on the best things to drive business strategy
The dirty secret is that training is not enough to solve these three challenges. So, we ‘dial it in’ with programs that are not meeting these critical business needs. Once we teach the skill or behavior, what happens next? Should growing skills and behaviors have a beginning and an end, or is it a process? Statistically, it’s rare that people leave a class and apply what they’ve learned. Even though they liked the facilitator, the people they met, and the new ideas they received, most students resist doing the work to continue.