The Difference Between Knowledge & Training Skills

There’s a huge difference between having the knowledge of something and the skills needed to DO that something. Knowledge is not the same as “training”. Neither is it simply the circulation of information. While it does include these things, knowledge transfer has more to do with identifying and harnessing your team members' adaptable skills and abilities to apply information.?

One of the biggest challenges for organizations is what happens after the training has been completed. Typically, training is seen as an isolated event. After the training takes place, many learning development professionals and supervisors find themselves asking, “why is the employee not using the information from training” or “why hasn’t the employee’s performance increased following training.” Questions such as these suggest that the acquisition of knowledge did not occur.?

Having Knowledge is only half the equation. The other half is training.??

Training allows you to internalize and use knowledge to your advantage. Training implies practice. Practice implies doing something repeatedly to the point where you can adapt and apply your knowledge in any situation.?

You’re also probably already aware of the many kinds of training that can be offered, but you might be surprised by just how much shareable knowledge already exists in your company.

At Enabley, we emphasize the difference between knowledge transfer and Training by separating them into different sections – for Knowledge transfer, we are calling it a Stream. For Training, this is a course that enables updating information or any other relevant info for the exact skills to complete your tasks.?

So, what is the main difference in usage???

Training boosts employees’ abilities on the job. While it can be difficult to pinpoint the ROI of learning and development activities, we are able to measure retention and productivity. Anecdotally, we also know that employees who receive effective training, and encouragement from their manager to apply new skills, transfer those good feelings to a commitment to their role, their team, and their organization—everyone wins!?

Knowledge sharing is best for some of these situations (and much more):?

1. Tactical knowledge, like values, attitudes, and experiences?
2. Re-utilizing proven solutions, to avoid having to ‘reinvent the wheel’ for similar projects?
3. Organization-specific information or processes?
4. Lessons learned from actual employees and organizational experience?
5. Immediate answers, by accessing a knowledge management system, asking others on a social channel or casual exchanges and collaboration between colleagues?

Both knowledge and training are needed to advance our careers. Without knowledge of the process, different personality types, or our product, all the training in the world will not matter. Training without knowledge is meaningless because you are memorizing what to do and are unable to adapt your skills as you haven’t fully internalized the knowledge to make it work.?

In order to become the best salesperson or client-facing person you want to be, it is necessary to gain knowledge, but the training on how to apply that knowledge in the right situation will allow you to become a more valuable resource to your clients and prospects.??

With our smartphones and other devices, we have access to all the knowledge in the world. But that access does not convey any skill—except the ability to consume content. Access to knowledge does not improve capabilities, productivity, or performance. As a training manager, you must provide a COMPREHENSIVE learning experience. Be aware that learning does not start and stop with the training session. Take care of all the stages of learning transfer: before, during, and after training.?

It is understood that in the coming years, two forces will continue to impact the learning landscape for nearly all organizations: agility and employee experience. With industries and employee environments experiencing rapid change and growth, organizations must be agile to adjust quickly and thrive—and a key part of that is learning. Employee needs are changing too, bringing to the forefront benefits like wellness programs and career development and training that can help manage increasing work responsibilities. Prioritizing and funding training and knowledge sharing allows organizations to focus on people to navigate change and achieve goals.?

Remember, your sales prospects also have access to the internet, so they can gain the same knowledge as you. Your value comes when you can quickly and beneficially apply that knowledge to the client’s situation. This is sales coaching. The best sales coaches understand that skills can only be perfected with great, realistic examples of what to do and practice.?

One of our clients started to use our knowledge stream for their whole sales department, to give them 24/7 access to all the knowledge streams while they were at a conference – the impact was HUGE! We all know the feeling of being asked a question we don't know, it’s tricky – but what would happen if you could access the exact stream which has all the relevant information you need related to the question you have been asked. Don’t you think your boss will appreciate your willingness to help and provide answers immediately instead of saying “well, I don’t know”????

Cost is the greatest limitation of training, followed by the challenges of carving out time for employee training. Other challenges: making training feel personal and applicable, delivering information in engaging ways, and quickly addressing the need for new skills.?

To summarize, knowledge sharing involves the content of technical information needed to perform adequately in the job at an acceptable level, usually obtained through formal education and on-the-job experience. This knowledge is necessary for job performance but is not sufficient on its own.??

Training is a special ability or technique acquired by special training in either an intellectual or physical area. Skills can include listening, communicating, organization, design, and programming. Skills allow the individual to select the most appropriate behavior or action to suit task requirements.??

Understanding this difference will help you distinguish between these 2 subjects and act accordingly for each section, the methodology, the philosophy, and the way we are measuring are totally different. For the next time, when you train for new skills or give access to a knowledge center, remember this difference and give each subject what is needed in order to make it efficient with driven results.