Learning vs. Training: Why Instructional Design is Crucial for Workplace Training that Drives Results

Many use "learning" and "training" interchangeably in the workplace context. But there are important distinctions between general learning and targeted training, especially when seeking to improve employee performance and productivity.

In this post, I'll clarify the differences, and discuss how partnering with an expert instructional design firm, like Eagle House, is key to developing training programs that pay off with measurable workforce improvements.

Defining Learning vs. Training

Learning is the broad gaining of knowledge, skills, and information that allows an individual to improve understanding and competence. It can occur formally or informally across many contexts.

Training is a subset of learning - a systematic approach to instruction and information absorption for defined purposes. It focuses on building specific skills and behaviors that align with organizational goals.

For example, an employee might learn about new workplace technologies by reading articles. But optimized training teaches them how to directly apply those technologies on the job through guided practice.

Why Training Must Align with Performance Needs

Too often, learning initiatives fail to convert to improved workplace performance because they aren't purpose-built as training tied to business objectives.

Often times, “training” is the word that’s used for what ends up being just a library of learning resources, like an edu-Netflix.

Effective training requires:

Pinpointing organizational needs

Identifying capability and skill gaps

Outlining performance objectives

Applying models like ADDIE to design targeted programming

This is why the specialized expertise of an instructional design firm is so valuable for creating training that performs.

The ID Advantage for Impactful Training

Instructional designers utilize proven psychological learning theories and cognitive science to shape training content and experiences that change behaviors.

Through strategic analysis and application of models like Gagne's Nine Events of Instruction, Merrill's Principles of Instruction, and more - instructional design firms develop training that sticks.

ID insights also inform techniques like microlearning, social learning, and competency-based education to optimize knowledge retention and on-the-job implementation.

This scientific design approach translates to next-level training that meets KPIs – key performance indicators.

So, for workplace training initiatives to drive tangible ROI, they must be crafted based on performance needs through instructional design. Partnering with the specialists at Eagle House allows you to implement training that converts learning to improved employee productivity.

For us here at Eagle House, the challenge is not in the industry – it’s how to get the training to stick, and we’re ready to meet that challenge for you.

If you’re ready to build high-impact workplace training, connect with us today at info@eaglehousetraining.com or by phone at 352-777-1650 to explore how our expertise in instructional design can set your workforce up for success.