What is the difference between education and training? One of the question asked in the interview. If some elaborate on it and thereafter, I will give my reply given. Bharat
From India, Valsad
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67From India, Valsad
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Hi Barat !
This artile might give u some information but on Coaching. Check if this will help you
Coaching
Introduction
Coaching is essentially a conversation, a dialogue between facilitator and the individual/ group within a productive, result-oriented context. This is more about asking the right questions than providing answers. It is collaborative alliance to help the individual /group establish and clarify purpose and goals and to develop a plan of action to achieve the goals. Its about change and transformation.
It is a specific, need based, time bound, meaningful and measurable.
Coaching As a Learning Tool
Over the past several years, coaching has emerged as a powerful new model for leadership and management. Because coaching is a time- and cost-effective way to support the learning process, it also can be an ideal tool for managers wishing to build a participative learning culture. There are four different models of coaching and illustrates how each facilitates organizational learning.
Four Models of Coaching
Writers such as Timothy Gallwey and John Whitmore define coaching as helping others unlock their potential and improve performance. Coaching differs from traditional management approaches in that it focuses less on telling employees how to complete a task and more on asking them good questions to lead them to discover their own answers. Coaching contrasts with conventional leadership methods in that it centers more on the follower than on the leader. In effect, it turns traditional models of leadership and management upside down.
Several types of coaching are effective in business settings; however, some are more useful than others in promoting organizational learning.
Expert Coaching
An expert coach focuses on delivering knowledge and information accurately and articulately. Classroom training centered on a dynamic presentation or lecture is an example of expert coaching. Though expert coaching represents a quick way to introduce beginners to content-rich subjects, it does not create deep learning. A leader can use expert coaching to impart a large amount of information to employees at an intellectual level, but this technique does not give learners an opportunity to explore the subject in depth. They may walk away thinking they "get it," when in actuality they have only a surface-level understanding of the topic. The danger is that they may not be motivated to develop further mastery of the subject, and therefore may not change their behavior and performance.
Facilitator Coaching
Facilitator coaching involves helping teams and individuals manage processes—such as meetings—more effectively. An outside consultant helping a team manage the process of developing a vision might serve as a facilitator coach. Using this approach, a coach can also help groups learn to question their mental models and to develop team-learning capacity. If coaches have predetermined outcomes they want coachees to reach, however, the coachees may feel manipulated.
Mentor Coaching
Mentor coaching is highly valued in today's business environment. A mentor trains, develops, and promotes a learner who, in return, works on the mentor's projects. The mentee learns and grows, gaining valuable experience, while the mentor's projects move ahead. However, mentor coaching often reaches a limit when the coachee develops to the level where she is ready and eager to pursue her own commitments. At that point, the relationship may end, with a loss of the junior employee's contribution to the project and of the mentor's ongoing guidance.
Generative Coaching
Generative coaching fosters a relatively rare and special relationship between coach and coachee. It requires a coach to act as a "steward" in service of the coachees goals, completely independent of the coach's immediate interests and projects. For example, a generative coach would encourage a coachee to grow and pursue his own vision rather than let him remain in a company that is a poor fit. Generative coaching focuses on developing the employee's creative abilities; its strength lies in giving individuals the tools to initiate and implement organizational agendas that are not mere extensions of the status quo. This approach also provides a powerful model for developing an individual's or team's vision; however, its effectiveness diminishes when someone has the "right" answer to the problem or issue.
Conclusion
Expert and facilitative coaching can be low-cost, time-effective methods of promoting organizational learning. However, for long-term change, mentor and generative coaching provide more effective tools for creating an organizational culture in which learning forms the basis for work and relationships.
Let us get ourselves coached by our in-house experts to achieve success.
From India, Wardha
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This artile might give u some information but on Coaching. Check if this will help you
Coaching
Introduction
Coaching is essentially a conversation, a dialogue between facilitator and the individual/ group within a productive, result-oriented context. This is more about asking the right questions than providing answers. It is collaborative alliance to help the individual /group establish and clarify purpose and goals and to develop a plan of action to achieve the goals. Its about change and transformation.
It is a specific, need based, time bound, meaningful and measurable.
Coaching As a Learning Tool
Over the past several years, coaching has emerged as a powerful new model for leadership and management. Because coaching is a time- and cost-effective way to support the learning process, it also can be an ideal tool for managers wishing to build a participative learning culture. There are four different models of coaching and illustrates how each facilitates organizational learning.
Four Models of Coaching
Writers such as Timothy Gallwey and John Whitmore define coaching as helping others unlock their potential and improve performance. Coaching differs from traditional management approaches in that it focuses less on telling employees how to complete a task and more on asking them good questions to lead them to discover their own answers. Coaching contrasts with conventional leadership methods in that it centers more on the follower than on the leader. In effect, it turns traditional models of leadership and management upside down.
Several types of coaching are effective in business settings; however, some are more useful than others in promoting organizational learning.
Expert Coaching
An expert coach focuses on delivering knowledge and information accurately and articulately. Classroom training centered on a dynamic presentation or lecture is an example of expert coaching. Though expert coaching represents a quick way to introduce beginners to content-rich subjects, it does not create deep learning. A leader can use expert coaching to impart a large amount of information to employees at an intellectual level, but this technique does not give learners an opportunity to explore the subject in depth. They may walk away thinking they "get it," when in actuality they have only a surface-level understanding of the topic. The danger is that they may not be motivated to develop further mastery of the subject, and therefore may not change their behavior and performance.
Facilitator Coaching
Facilitator coaching involves helping teams and individuals manage processes—such as meetings—more effectively. An outside consultant helping a team manage the process of developing a vision might serve as a facilitator coach. Using this approach, a coach can also help groups learn to question their mental models and to develop team-learning capacity. If coaches have predetermined outcomes they want coachees to reach, however, the coachees may feel manipulated.
Mentor Coaching
Mentor coaching is highly valued in today's business environment. A mentor trains, develops, and promotes a learner who, in return, works on the mentor's projects. The mentee learns and grows, gaining valuable experience, while the mentor's projects move ahead. However, mentor coaching often reaches a limit when the coachee develops to the level where she is ready and eager to pursue her own commitments. At that point, the relationship may end, with a loss of the junior employee's contribution to the project and of the mentor's ongoing guidance.
Generative Coaching
Generative coaching fosters a relatively rare and special relationship between coach and coachee. It requires a coach to act as a "steward" in service of the coachees goals, completely independent of the coach's immediate interests and projects. For example, a generative coach would encourage a coachee to grow and pursue his own vision rather than let him remain in a company that is a poor fit. Generative coaching focuses on developing the employee's creative abilities; its strength lies in giving individuals the tools to initiate and implement organizational agendas that are not mere extensions of the status quo. This approach also provides a powerful model for developing an individual's or team's vision; however, its effectiveness diminishes when someone has the "right" answer to the problem or issue.
Conclusion
Expert and facilitative coaching can be low-cost, time-effective methods of promoting organizational learning. However, for long-term change, mentor and generative coaching provide more effective tools for creating an organizational culture in which learning forms the basis for work and relationships.
Let us get ourselves coached by our in-house experts to achieve success.
From India, Wardha
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Hi,
Education could be awareness, getting basic information, or learning about something. It may or may not be in a ready-to-use or applicable form. Training specifically refers to creating knowledge about something with a clearly defined goal or objective. After defining the end results, it is expected to bridge any gaps in knowledge or help individuals acquire new knowledge based on their current skills or knowledge.
Regards,
From India, Madras
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Education could be awareness, getting basic information, or learning about something. It may or may not be in a ready-to-use or applicable form. Training specifically refers to creating knowledge about something with a clearly defined goal or objective. After defining the end results, it is expected to bridge any gaps in knowledge or help individuals acquire new knowledge based on their current skills or knowledge.
Regards,
From India, Madras
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The basic know-how of something, or we can say classroom lecture, is education, and it is of a general nature. It is a broader term.
On the other hand, training is hands-on experience and particular in nature. It is related to some specific purpose or field.
From Pakistan, Lahore
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On the other hand, training is hands-on experience and particular in nature. It is related to some specific purpose or field.
From Pakistan, Lahore
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Hi,
Education
Education gives us an idea related to a subject. It is broad in nature, open-ended, and provides many examples to help us understand things.
Training
Training sharpens our skills to perform specific tasks. It gives us a clear idea of how to complete work efficiently.
Regards,
Lakhmi Chand Pal
From India, Delhi
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Education
Education gives us an idea related to a subject. It is broad in nature, open-ended, and provides many examples to help us understand things.
Training
Training sharpens our skills to perform specific tasks. It gives us a clear idea of how to complete work efficiently.
Regards,
Lakhmi Chand Pal
From India, Delhi
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Education must be differentiated from training ... because the two are so often blended. In essence, training involves the perfecting of a person’s mind so that it can be used for the purposes of someone other than that person.
Training thus typically has in mind a revolutionary divorce between knowledge and the self. Here knowledge is usually defined as a set of skills or a body of information designed to be put to use, to become operational, only in a context determined by someone other than the trained person; in this context the assertion of self is not only counterproductive, it is subversive to the enterprise.
"Education is the exact opposite of training in that it entails not the disassociation but the utter integration of knowledge and the self, in a word, self-knowledge. Here knowledge is defined by and, in turn, helps to define, the self. Knowledge and the knowledgeable person are basically inseparable."
So education is about learning for oneself, and training is about learning for the sake of someone else.
From Pakistan, Islamabad
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Training thus typically has in mind a revolutionary divorce between knowledge and the self. Here knowledge is usually defined as a set of skills or a body of information designed to be put to use, to become operational, only in a context determined by someone other than the trained person; in this context the assertion of self is not only counterproductive, it is subversive to the enterprise.
"Education is the exact opposite of training in that it entails not the disassociation but the utter integration of knowledge and the self, in a word, self-knowledge. Here knowledge is defined by and, in turn, helps to define, the self. Knowledge and the knowledgeable person are basically inseparable."
So education is about learning for oneself, and training is about learning for the sake of someone else.
From Pakistan, Islamabad
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Dear All,
Thank you for your replies. I have provided my response below:
Education gives you basic knowledge, whereas training enhances the skills that you acquire from education.
Can anyone agree with this or express their views on it?
Regards,
Bharat
From India, Valsad
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Thank you for your replies. I have provided my response below:
Education gives you basic knowledge, whereas training enhances the skills that you acquire from education.
Can anyone agree with this or express their views on it?
Regards,
Bharat
From India, Valsad
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Dear All,
Thank you for the reply.
I have provided the following response:
Education gives you basic knowledge, whereas training enhances the skills you have acquired from education.
Can anyone agree with this or express their views on it?
Regards,
Bharat
From India, Valsad
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Thank you for the reply.
I have provided the following response:
Education gives you basic knowledge, whereas training enhances the skills you have acquired from education.
Can anyone agree with this or express their views on it?
Regards,
Bharat
From India, Valsad
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Hi Bharath,
You are quite close to the answer. Yes, I do feel that education is fundamental knowledge, and to provide a detailed understanding of it, a structured and well-defined program with specific goals is necessary, which we can refer to as training.
Truly Yours,
Kumar.H.P
From Hong Kong
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You are quite close to the answer. Yes, I do feel that education is fundamental knowledge, and to provide a detailed understanding of it, a structured and well-defined program with specific goals is necessary, which we can refer to as training.
Truly Yours,
Kumar.H.P
From Hong Kong
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Dear Bharat, In simple Education-Tarining is the journey from Classroom to the Application field.
From Pakistan, Islamabad
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From Pakistan, Islamabad
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hello simply education- knowing what u do not know training- how to handle the knowing from praveen kumar valbooj
From India, Hyderabad
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From India, Hyderabad
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Dear all respected members,
I have gone through all the points raised by the members on the issue. Education represents knowledge in substance, while training involves implementing that knowledge and refining it in accordance with real-world situations.
Studying Law in a Law College focuses on imparting knowledge about various laws, whereas legal practice involves the application of those laws, both substantively and procedurally.
Training helps in developing skills through on-the-job experience. Both education and training are essential aspects, each representing different facets of the same coin, albeit with varying implications.
Regards,
Yours sincerely,
Satish Kumar Dhanwal
From India, Delhi
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I have gone through all the points raised by the members on the issue. Education represents knowledge in substance, while training involves implementing that knowledge and refining it in accordance with real-world situations.
Studying Law in a Law College focuses on imparting knowledge about various laws, whereas legal practice involves the application of those laws, both substantively and procedurally.
Training helps in developing skills through on-the-job experience. Both education and training are essential aspects, each representing different facets of the same coin, albeit with varying implications.
Regards,
Yours sincerely,
Satish Kumar Dhanwal
From India, Delhi
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Education is prelimnary step of Training & both enhance the skill . Secondly education has wider meaing where as training is related with specific objects. ANAND
From India, Mumbai
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From India, Mumbai
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The word "Education" comes from the word "Educere," which implies to draw out what is already in, involving an element of training defined as developing attitudes, skills, and knowledge for the job. According to this definition, there is no point in sending certain people to training courses if they don't have it in them, as proved by a study conducted by the Gallup Corporation. By this definition, Education would imply the training of talented people, which is a facet of talent management.
From India, New Delhi
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From India, New Delhi
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Very broadly...
EDUCATION refers to the holistic evolution of the individual as he picks up wisdom, values, and critical information over a lifetime.
TRAINING is craft and skill-based. It refers to a person's dexterity and abilities for successfully accomplishing specific, goal-based assignments and tasks.
From India, New Delhi
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EDUCATION refers to the holistic evolution of the individual as he picks up wisdom, values, and critical information over a lifetime.
TRAINING is craft and skill-based. It refers to a person's dexterity and abilities for successfully accomplishing specific, goal-based assignments and tasks.
From India, New Delhi
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