Origin of the term "training"
First, using the word "trainer" described the transfer; mode of transport, which brought royalty and other privileges and successful people from one place to another.
In view of the growing popularity of world trade training, it is interesting to use the term "training" in education and then in sports. Only recently, the term has been linked to a company. In fact, the Oxford English dictionary defines the verb "train" to "mentor, train, give clues, prioritize facts." Education refers to the word terminology as yet to guide – especially to prepare the student to be successful in examinations.
In sport, on the other hand, the concept began to evolve in the sense of the 1970's – to instruct the student / athlete how to perform better to enable the student to understand what is impeding performance. Training started to take on a new meaning – help the student to learn and teach him / her to perform. Interestingly, this was not as new as it seemed at times – Socrates had described the same distinction between teaching and learning and helping to study 2000 years before.
Definition of Training
Understanding this origin allows us to understand two different definitions of executive management training in modern management development. These two definitions show that the Socrates distinction in teaching to teach and teach to perform is still conceived in two separate but related forms of executive training. They are:
- Performance Training – usually described as a learning path between an experienced college, friend or external coach (coach) and student. The goal of this approach is to clarify performance expectations, analyze speculation, determine higher levels of performance, adopt strategies for achieving a new level or outstanding and establish a commitment to continuous improvement towards a new defined level.
- Development Training – usually described as a learning path between the trainer and the student, where the ability of the student to maximize his / her own performance is unlocked by facilitating a trainer.
Although both types of management training are evident in the management area, it appears that the former is today. This may be due to high demand for management issues that lead to measurable improvements in performance and operating performance.
At Cornerstone, we believe that the unique combination of these two forms sets our work apart and ensures greater success with our outstanding customers. We believe that the combination of these two reduces and enriches the process and attempts us at the training club for a bug, more prominent process rarely found in independent or developmental training.
Further benefits from composite styles are shown by our customers to make it easier for us to complete our discussions with our measurable performance. and pursue a "new" role as a coach by taking more of their own reports with more of the training and guidance capabilities they had previously experienced.
This dynamic serves our customers and organizations in dual capacity; First, it ensures that the changes we have helped the customer create are permanent and we would create a model within our customers, which creates less confidence in external advice. This increased internal capacity – or "direct strength" – further increases the likelihood of successful results with managers and other leading companies.