Many novice and experienced HR professionals struggle with differentiating the methods of training, facilitating, coaching, and mentoring. These concepts can be confusing because, during any given session, a seasoned professional can move effortlessly from one method to another in what appears to be a seamless interaction. This series of articles arranges the topics from most structured to least structured, beginning with training and
ending with mentoring. We define each method, explain how it works, provide examples of when to use the method, and highlight its distinguishing factors. This first article in the series addresses training.
