Training vs. Development: What Your Team Actually Needs
While often used interchangeably, training and development serve very different purposes in workforce strategy. This article breaks down their distinct roles and helps leaders build smarter learning paths that elevate both day-to-day performance and long-term potential.
7/8/20252 min read
Training vs. Development: What Your Team Actually Needs
By E-Train Services
In today’s fast-paced, ever-evolving work landscape, organizations often use the terms training and development interchangeably, but they are not the same. Understanding the distinction is essential for building high-performing, future-ready teams.
Training: Skill for the Now
Training focuses on equipping employees with the specific knowledge or abilities needed to perform immediate tasks or improve current performance. It’s structured, time-bound, and outcome-specific.
According to a 2023 report by Statista, companies in the U.S. spent over $101 billion on training, reflecting its high perceived value in operations and compliance.
Examples of training:
Learning to use a new POS system
Customer service protocol refreshers
Safety procedures and compliance
Development: Growth for the Future
Development is broader and long-term. It focuses on the personal and professional growth of an employee, building competencies like leadership, strategic thinking, or emotional intelligence that prepare them for future roles.
Research from LinkedIn Learning (2023) found that 89% of L&D professionals believe proactively building employee skills will help navigate future workforce disruptions.
Examples of development:
Mentorship or coaching programmes
Emotional intelligence workshops
Leadership development tracks
So What Does Your Team Actually Need?
The truth is: they need both, but in the right proportion.
🔹 Entry-level employees may benefit more from structured training to build task confidence.
🔹 Mid-level and high-potential staff need development to prepare for leadership.
🔹 Teams navigating change (e.g., tech adoption or restructuring) need a mix of both.
A great strategy is to integrate short-term training with a long-term development roadmap.
Next Steps for Employers:
Conduct a skills gap analysis
Tailor learning pathways for short- and long-term needs
Combine formal training with informal development opportunities (like coaching)
Bottom Line:
Training fills gaps. Development builds futures.
To remain competitive, businesses must invest wisely in both. E-Train Services can help you assess, design, and implement custom learning solutions for every level of your workforce.
References
LinkedIn Learning (2023). Workplace Learning Report
https://learning.linkedin.com/resources/workplace-learning-reportAssociation for Talent Development (ATD). State of the Industry Report (2023)
https://www.td.org/research-reports/state-of-the-industryGallup (2022). The American Upskilling Study
https://www.gallup.com/analyticsHarvard Business Review (2019). Why Leadership Training Fails
https://hbr.org/2016/10/why-leadership-training-failsForbes Coaches Council (2021). Difference Between Training and Development
https://www.forbes.com
E-Train Services is a dynamic training/learning and development provider committed to equipping individuals, teams, and organizations with the tools they need to grow. Our focus is on practical, results-driven learning through customized online or in person short courses and micro-training experiences.
Whether you're building leadership capacity, enhancing team performance, or preparing your workforce for change, we offer relevant and accessible training, both online and in-person, to help you and your team thrive.
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