The Fundamental Differences Between Training and Facilitation

This informal CPD article The Fundamental Differences Between Training and Facilitation was provided by Capt. Nadhem AlHamad, CEO at T3 Aviation Academy, the Middle East’s leading aviation training provider.

Many of us get confused and think that interactive training is similar to facilitation. Depending on the needs of your participants, you may be called to provide training or facilitate a discussion of ideas. Knowing when to provide what is key to ensuring the right approach is used in conjunction with the given scenario or situation.

Learning may take many forms and the goal is to deliver this by deploying the best method for the audience or participants to meet the desired learning outcomes. In this article, I’ll be sharing my take and understanding on the main differences between training and facilitation and when is best to use which method, based on my experience for over 25 years in the training industry.

What are the Main Differences Between Training and Facilitation?

The primary purpose of training is to deliver results. Training is made available when it’s imperative to improve one’s performance in a given skill or function and where the provision of theoretical information and engagement in activities to help retain information is required. In other words, training is knowledge transfer through imparting learning and materials or content to support this learning. In contrast, facilitation paves the way for thinking in a group setting where one doesn’t impart learning and content but rather, encourages the participants to think for themselves.

Another difference is that training follows a hierarchal framework where the knowledge transfer starts with the trainer and is then passed onto the participant with the assumption that the trainer possesses more knowledge or skills compared to the participant (this is not necessarily an assumption of the trainer but could be the assumption of the participant or trainee). Facilitation, on the other hand, follows a collaborative framework whereby the facilitator provides the space, structure, flow, materials, and resources required to encourage participants to think for themselves and generate new knowledge and learning in line with the desired outcome.

Application and communication also account for a fundamental difference between training and facilitation. In training, the trainer sees to it that the participants are able to apply the knowledge content he or she has imparted, in fulfillment of the learning outcomes whereas in facilitation, the facilitator is focused on ensuring that the participants are able to communicate the knowledge they themselves have generated and build cohesiveness around the same in fulfillment of the learning outcomes.

When it comes to the learning model or design, training follows a more linear one as it’s modeled around a very specific training outline that details the learning outcomes, set of modules, and corresponding activities to meet said learning outcomes. Facilitation, on the other hand, has a more free-form or flexible model that focused on adaptability as the facilitator can never fully guarantee the flow and set outcome of a facilitated group discussion or activity hence, it’s essential for facilitators to remain adaptable to any deviations and ensure that the learning outcomes are still being met further to aiding the participants navigate a complex and dynamic knowledge generation process.

Finally, training could be seen as focused on longer-term results while facilitation is better suited for short-term learning results or outcomes as the former method of imparting learning takes into consideration that the deployment of such a method doesn’t automatically yield and guarantee an immediate impact; the learnings have to be continuously reinforced and practiced moving forward. The latter is better suited in situations that call for an immediate impact where an instant decision or consensus has to be arrived at or made; this can be done through a highly effective facilitated group discussion among a group that requires to have quick useful insights to help address a pressing matter or issue at hand.

In conclusion, the role of a trainer is to ensure all the knowledge, tools, and resources are imparted to participants in line with the desired learning outcomes while the role of a facilitator is to pave way for an experience where the participants generate the knowledge content on their own with the help of the space, flow, tools, and resources provided by the facilitator.

It’s easy to notice that these two terms – trainer and facilitator – can be used interchangeably at times so it’s helpful to know the fundamental differences between both and as a result, identify which method is most appropriate to use in different situations.

Summary:

Training

• Imparting learning and content/materials to participants
• Follows a hierarchical framework
• Focuses on application of knowledge
• Linear model
• Focused on longer-term results.

Facilitation

• Encourages participants to think for themselves and generate their own knowledge or ideas
• Follows a collaborative framework
• Focuses on communication of knowledge
• Free-form or flexible model
• Focused on short-term results.

Factors to Consider when Training or Facilitating:

• When do we need training or facilitation?
• What are the needs of the trainees or participants?
• Who needs the training or facilitation?
• Are there support systems in place to help reinforce the learning outcomes?
• Would coaching suffice where training or facilitation is considered?

We hope this article was helpful. For more information from T3 Aviation Academy, please visit their CPD Member Directory page. Alternatively please visit the CPD Industry Hubs for more CPD articles, courses and events relevant to your Continuing Professional Development requirements.