As a leader, would you provide training for your staff, or do you develop them through coaching (either via group or one-on-one programs), through mentorships, and by providing timely and meaningful feedback?
If what you desire is a robotic, static thinker – train them. If you’re seeking innovative, critical thinkers – develop them.
Differentiators Between Training and Development
Mike Myatt provides 20 of these. We’ve picked a few to highlight, and have provided commentary.
Development focuses on people – Training focuses on technique/content/curriculum.
- “People” skills are frequently down-played. While each person requires their own individual development plan, which may include technical training, it’s essential that soft skill development be included. Think in terms of what would help them grow as a leader? How could your organization’s value improve?
Development tests courage – Training tests patience.
- We’re so passionate about this that we even wrote a book “12 Steps For Courageous Leadership.”
Development focuses on the future – Training focuses on the present.
- Where are you now, and where do you want to be? What steps are required for the transformation to occur? How can comfort zones be expanded?
Development focuses on maximizing potential — Training adheres to standards.
- Building bench-strength, grooming successors, and increasing levels of influence is what allows organizations (and individuals) to grow and thrive.
Development catalyzes innovation – Training maintains the status quo.
- Encourage healthy conflict (difference of opinions/new ways of looking at situations and taking action against goals).
Development enriches culture – Training stifles culture.
- Ideally your team culture will be enriched with a blend of focus on accuracy, stability, support, collaboration, enthusiasm, action, challenge and results.
Development is infinite – Training is finite.
- Or as we like to say “Leadership is a process, not an event!”
Are your leaders being trained or developed? What are you doing for personal development?
PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.
For those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.
If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.
Help turn your leadership knowledge into leadership action!
Did You Know?
Graduates of PeopleTek’s Leadership Journey Earn:
- IT Professionals: 19 priSM CPD credits
- Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
- Project Managers: PMI – up to 37 hours / 3 PSM level points
- Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
Additionally, the Journey is approved for PMI re-certification credits.