How to design and deliver training that helps participants to learn? Reallylearn? Of all the research conducted, training courses delivered, and booksand articles written in search of an answer to that question, I find themost profound insight consists of just nine words, attributed to Confucius,the Chinese sage (c. 551-479 BC):Hear and forget…see and remember…do and understand.Value that sole nugget for its rich insight. But don’t ignore the gold seamhidden below the surface. In this first chapter we dig down into thatwealthy lode, exploring how perspectives of learning merge into thepractice of training. Those principles shape the terminology we use andthe roles of those who facilitate learning. They also influence the LearningSystem, the way in which training is designed, delivered and managed.Finally, we will take a moment to investigate the implications of thelearning patterns of individuals, professions and vocations, and culture.Although brief, our exploration brings us to the conclusion that learningis a collaborative process in which learners and facilitators of learningare both objects of learning as well as agents of learning. Collaborativelearning is at the heart of the Transitional Learning Model, the trainingmodel that will dominate our attention. But we start with the developmentof theory and practice.