The difference between Education and Training | Nido R. Qubein

Back in 2001, during a training performed by Krish Dhanam, at that time Director of International Training at Ziglar Training Systems, he told me that one of his role models was Nido R. Qubein. I got in touch with Nido and as a result absorbed all his materials. Over a dozen development programs. Since that time, I build all my development programs on this theory on development that Nido is sharing here. Watch. Enjoy. Learn.

In this program, Dr. Nido R. Qubein will talk about: 

├► The difference between education and training and how you have to do both
├► The important steps to implement a solid talent development program in your company
└► The 5 characteristics for great education

People must be developed in order to do their job at the top performance level. 

There is technical training needed. 
Someone in your company most know what to do, how to do it and when to do it. 
That's technical training. 

We must help our people to be developed behaviorally. 
Who am I? 
What can I do? 
What would make me better? 

So there is technical training and behavioral education. 

Today we'll discuss the differences and how you can make a spectacular job in doing both. 

Sometimes training and education get in the way of excellent performance.

About Training and Education: 

Training teaches people what to do.
Education teaches people what to be.

Training is anchored to the past.
Education looks towards the future.

Training deals with actions, with tasks.
Education deals with thoughts and feelings.
We act because we think, we feel.

Training teaches how.
Education teaches why.

Training focuses on procedures.
Education focuses on people.

In any business that you can think of, if you take the people element out of it, what have we got left? Without people, you and I could not really accomplish much. 

Training focuses on the individual.
Education focuses on the whole team, the organisation.

And while the organisation is the cumulative effect of the individuals, it is a completely different person who is in the organisation then the individual.

Training teaches people to follow prescriptions.
Education teaches people to make choices.

You and I today are the sum-total of the choices that you and I have made in our life up to this moment. 

Training is a program.
Education is a process, it is a journey, it is the development of a mindset.

The 3 foundations for a successful development program for the people in your company: 

1. Integrated Learning Process

2. Make sure that the education that we give is congruent.

3. Ensure that we develop the whole person. 

Most people would rather be comfortable then be excellent. 

10 significant steps to put together a very congruent educational program to get more from your people while they are loving it: 

1. You must seek the commitment of top management. 

2. Assessment. Needs analysis.

3. Conceptualization.

4. Structuring. 

5. Creation process. 

6. Administer the program, execute, conduct the program. 

7. Reinforcement.

8. Monitoring. 

9. Measurement. 

10. Improvement.

Characteristics to follow for success: 

1. Ensure that what you are doing is comprehensive. 

Offer different content on different subjects. Involve more people of different departments.

2. Learning has to happen as a continuum. 

Learning is not an event, if you really want your people to become better you must offer learning as an ongoing process.

3. What value is education? What value is training? If there is no on the job application? 

What your people learn in the classroom, they must be able to use on the workfloor.

4. Content equity. 

What do these ideas have to do with me? With my company?
It must be personal to them. This applies to us.

5. You must have credible leadership. 

If the individual that is leading the session is someone who your people do not look up to, then the messenger makes the message insignificant. Make sure that the individuals who are sharing the ideas are individuals of high esteem.

All learning that is going to be good must be repetitious.