Yet another hit! The “Difference between Knowledge and Skill” is typed in browsers at an average of 56 times a month. If it’s already above fifty, it’s worth helping internet users. Welcome to this hub and get answer. In this post, you’re not only going to differentiate knowledge from skill, I will also walk you through how a conversion can be done. As a preview, if you’re already an employee somewhere, the knowledge-skill conversion or transfer process has a cycle that includes stages like training, training, coaching, monitoring and mentoring. If you’re considering to help people or envying a particular skill, there is a way out for you too. Here is my request: would you please read the article until the end? Here we go!
Differentiating knowledge from skill
By knowledge, I mean any information or awareness that one gets either through education or experience. Media to access to such knowledge include reading books, newspapers, internet browsing, etc. Through attending (pre-)schools programs, colleges, and universities, a person accumulates knowledge. All along theories, processes, procedures, definition of concepts, someone becomes aware of things: they get information contained in subjects they study.
As far as skill is concerned, it refers to a set of manual or mental techniques which one has to learn through training or schooling. Again school (formal or informal training) center enters into play. But the most considerable aspect of this definition is “practice”. To get skill in any domain, what one knows is put into move through practical work, doing again and again. The knowledge of concepts, theories or procedures is channelized into something practical: skill.
Knowledge-Skill conversion for in-service people
Any company performance depends on the employees’ performance. The latter has a strong bond with job knowledge. To achieve higher company performance, the management sometimes considers helping the staff get new skills. This is achieved through training, coaching, monitoring and mentoring the employees.
Coaching, training, and mentoring may seem alike for non initiate.
Mentoring: it refers to a sort of relationship where a mentor shares some of his/her valuable insights and experience to a mentored to someone. The latter has to express desire to learn from the mentor for this professional relationship to grow.
Coaching: is a relationship where someone (the coached) has a goal to achieve. He/she is able to achieve it without a skilled person to show how. A coach then is sought and he guides the coached from A to Z on what must be done for a coached to achieve his/her goals. The coach helps the coached achieve a specific short or long term goal. The relationship differs from the mentoring one in the that a coach avails a service that a coached needs to achieve his/her goal. A coach can show physically or draw a mental guide that a coached person follows to achieve an objective.
Training: Training revolves around there being a trainer and trainee (which can be a group). A trainer is often an experience person in the subject matter to the extent that the end of training is crowned by a conversion of knowledge (existing or availed during training) into skills applicable straight forward. Exercises, practicum, simulations, role-playing, case studies exploration/open debate, etc are forms of knowledge-skill conversion used. Of course, there is a resemblance between coaching and training, but still demarcation boundaries are traceable between the two.
Monitoring: This is a judgment of processes. It is there to keep an eye on compliance with standards, plans, or goal achievement. It’s a daily evaluation of whether something is done as planned or is contributing to the attainment of a goal preset
Knowledge into skill conversion: start from scratches
Step 1: Observe (someone does something in which you want to develop some skills) a teacher/coach/tutorial/ then IMITATE them
This is an early stage in learning any (complex/simple) skill. It includes repeating an act that has been demonstrated or explained
Step 2: Manipulation (Perform tasks from the verbal or written instructions)
This has to with practicing until it becomes something habitual and can be repeated with some confidence and proficiency; a person that is trying to develop a skill FOLLOWS instruction to attain a given skill. Here you follow live instructions by someone who is helping/guiding, etc teacher/guide/coach/trainer
Step 3: Precision (Demonstrate skills in performing a task or activity without any help or instructions). At this level, one has something to show some sort of activity to others
Here the skill sought has been attained. Proficiency is indicated by a quick, smooth, accurate performance, diligence in writing something, etc (it depends upon the domain in which has been seeking some skills).
Step 4: Articulation (Association and combination of activities to develop a new thing/method/way of doing or shortcuts, etc)
Here the response is automatic. Someone begins to experiment with new ways to accomplish tasks. He/she acts “without thinking” (everything steps or procedures are mastered that what he/she is doing requires less effort, it’s become natural).
Connections and concluding remarks
I would like to be clear at this level. There is a tendency to believe that only vocational fields are the only ones where someone can develop SKILLS. Nope! You can develop your reading skills, writing skills, leadership skills, etc. So, if you have knowledge, you can for sure develop related skills. Once you’re at the naturalization stage, you can even combine insights from various domains to come out with something purely original. Try it out, you will see good research following.
I will be more than grateful to read YOUR comment on this post: is it helpful? What did you expect once you read the title? Does the content meet your expectations? Please, feel free to leave a comment: we live to help and strengthen mutually. Thanks.