Training is a planned, structured learning process aimed at developing, practicing, and applying specific skills, behaviors, and competencies in a professional context.

The focus is on active skill development, supported by a combination of input, discussion, reflection, and hands-on exercises. Unlike coaching, which centers around self-reflection and personalized development, training follows a didactic, goal-driven approach: knowledge is taught, skills are practiced, and new behaviors are reinforced.

Trainings are typically designed for groups but can also be delivered one-on-one. They are tailored to specific roles or challenges and are designed to help participants achieve defined learning outcomes – for example, in leadership, communication, time management, or methodological competence.

Typical Objectives of Training:

• Building new competencies (e.g., feedback, delegation, conflict resolution)
• Applying proven methods and tools in relevant contexts
• Preparing for new roles or responsibilities
• Increasing confidence and effectiveness in day-to-day situations
• Reinforcing targeted behaviors aligned with organizational goals

Common training formats include:

• In-person workshops or seminars
• Virtual trainings and webinars
• Blended learning (combining online, in-person, and self-paced formats)
• Role plays, simulations, and case work
• Micro-trainings focused on specific learning objectives

Underlying principle:

Effective training is not just about information transfer – it creates meaningful learning experiences that enable participants to reflect, experiment, and apply what they’ve learned in their own context.

The word ‘Transformation’ is defined as a complete change in the appearance or character of something or someone, especially so that that thing or person is improved. 

In the context of organisations, it reflects the need to continuously evolve from its current state to a future state in order to remain relevant and successful in a world that is constantly changing.

When the people in an organisation need to think and act differently to achieve different results and thrive in a different reality, then a transformation is needed.

From the perspective of organisational transformations, it must be considered that commercial organisations who need to transform, cannot afford to put operations on hold. Leaders must simultaneously manage the external reality of operations and the internal reality of metamorphosis.

Pros

• Organisations who constantly adapt to changes in their environment increase their chances of staying relevant.
• It increases the potential to meet customer needs, met and unmet, with innovative solutions.
• Employees have the opportunity to contribute and shine.

Cons

• If not done well, it can have a serious impact on morale in the organisation.
• It requires strong leadership to maintain momentum and focus.

Recommended resources:

Reinventing Organisations: A Guide to Creating Organisations Inspired by the Next Stage in Human Consciousness, Laloux Frederic, 2014, ISBN 978-2960133509