shutterstock 87844135-webTraining suggests putting stuff into people when in reality developing people should be from inside out so that they achieve individualised potentials. This means 

being what they love and enjoy, what they are most capable of and strong at doing rather than what we try to make them be. No wonder why some people are competent but not confident or confident but not competent. Learning usually gives rise to "competent and confident". 

Learning far better expresses this than training. Training is about the organisation or company while learning is about the person.

Training is commonly a chore; people do it because they are paid to. Learning is quite different. People respond to learning because they want to, because it benefits and interest them and it helps them to grow and develop their natural abilities to make a difference and to be special. Our seminars are exactly designed for that.

Training happens at work. Learning is something that people pursue by choice at their own volition. It surely does make sense that a prudent employer would help to enable that process.

Learning suggests that people drive their own development for themselves, through relevant experience beyond defined work related skills, knowledge and processes. Interestingly, learning extends the idea of personal development and thereby organisational development in beliefs, values, wisdom, compassion, emotional maturity, ethics, integrity and most importantly, helping others to identify, aspire to and to achieve their own unique individual personal potential.

Learning describes a person growing. Whereas 'training' merely describes, and commonly represents, transfer of knowledge or skill for organisational gain, which has generally got bugger-all to do with the trainee. No wonder people don't typically enjoy or queue up for training but queue up for seminars.

When you help people to develop as people, you create far greater alignment and congruence between work and people and lives - you provide more meaning for people at work, and you also build and strengthen platform and readiness for any amount of skills, processes, and knowledge development that your organization will ever need. Our seminars create that new culture in employees.

Obviously do not ignore basic skills and knowledge training, for example: health and safety; how to use the phones, how to drive the fork-lift, use the hoist etc - of course these basics must be trained - but they are not what makes the difference. Train the essential skills and knowledge of course, but most importantly focus on facilitating learning and development for the person, beyond 'work skills' - help them grow and develop for life - help them to identify, aspire to, and take steps towards fulfilling their own personal unique potentials.

Transformational learning contains many of the principles explained in our seminars. We therefore encourage employees and prospective employees to transform themselves to a new level through our seminars. We look forward to seeing you at our next seminar.