All learning is experience-based. Experience-based learning becomes experiential when the key element of reflection is added to the experience. By reflecting on their experiences, learners are more likely to heighten their awareness of the need for change and to achieve valuable and lasting changes in their attitudes and actions. Training and development are two terms that commonly get used interchangably, however, some professionals are careful to distinguish between the words. EBTD programs make this distinction, because the type of transfer used is critical to the lasting effect of change and learning.
Training is about learning precise skills in order to better perform production tasks.
An example would be practicing to glue components together in order to do so on the assembly line. Another example would be learning to balance funds in an accounting course in order to better manage project finances at work. Development is about learning general skills in order to better perform business processes. An example would be taking a negotiation seminar at a conference in order to resolve conflicts among members of a project team. Another example would be learning teamwork in a classroom exercise and returning to work with another team at the office.