Training vs Meeting

In my 19 years as a training professional, I have observed a confusing trend in the corporate environment. When Learning and Development (L&D) becomes part of an organization’s Key Performance Indicators (KPI), people often question, "What is training? How can I boost my KPI without investing too much time?" This has blurred the lines between meetings and training sessions. The desire to improve departmental training statistics has led to departments recording attendance for committee meetings, sales meetings, and safety meetings, and labeling these as "training."

This causes extra work for talent development professionals and confuses key executives about what constitutes actual training. There are key distinctions between training and meetings that should be clear in any L&D strategy.

Defining Training

A Learning Management System (LMS) is designed to capture, monitor, record, and report formal training activities. LMSs are not intended to record meeting minutes, agendas, or attendance. Training courses in an LMS typically fall into three categories: Instructor-Led Training (ILT), Virtual Instructor-Led Training (vILT), and e-Learning. These types of training share important characteristics:

Training Is:

• Andragogy: The method and practice of teaching adult learners; adult education.
• Designed, Scheduled, and Formal: Not ad hoc.
• Structured Environment: Classroom or virtual classroom.
• Part of a Curriculum: May include a syllabus.
• Assessment: May have a quiz or process to check learning retention.
• Aligned with Company Goals/Vision.
• Consistent: Repeated to ensure all attendees receive the same information.
• Instructor-Led: Delivered by an Instructor, Instructional Designer, or Subject Matter Expert (SME).

Training is not:

• Corrective Action: Though retraining may be required by the People team or Leadership.
• Disciplinary Action: Unless it is part of a formal disciplinary plan, such as harassment training.
• Informal or Ad hoc.
• Agenda-Based.
• Committee Meeting.
• Debate or Discussion.

Example: Safety Training vs. Safety Meetings

Safety Training:

• Based on OSHA regulations and safety standards.
• Designed and presented by a Corporate Trainer or SME.
• Includes a quiz or formal method for checking understanding.
• Scheduled and repeated to ensure all employees attend.

Safety Meeting:

• Has an agenda to discuss specific safety issues.
• Addresses causes, informs employees of correct procedures, and aims to reinforce safety efforts.
• May include handouts or sign-in sheets but is not repeated for absentees.
• Conducted as needed, not as a structured part of L&D.

Importance of Clear Definitions

Training materials are designed to educate adults in a structured environment, aligning with the company’s vision and goals. Meetings, however, are assemblies to discuss issues and make decisions, often following a set agenda. Formal meetings are scheduled and recorded, but they do not substitute for training.

Properly distinguishing between training and meetings ensures clear communication about employee development and accurate assessment of time spent and return on investment in talent development. Over-inflating numbers by recording meeting attendance as training makes it impossible to evaluate the true ROI in talent development.

Key Principles of Andragogy (Adult Learning)

In 1984, Malcolm Knowles suggested four principles of andragogy:

1. Involvement: Adults need to be involved in planning and evaluating their instruction.
2. Experience: Learning activities should leverage adults' experiences, including mistakes.
3. Relevance: Adults prefer learning subjects with immediate relevance to their job or personal life.
4. Problem-Centered: Adult learning is more problem-centered than content-oriented.

Having a clear definition of training versus meetings when discussing L&D with other professionals will help everyone understand when true employee development is taking place, leading to clearer communication and more accurate evaluation of talent development initiatives.