Not All Speakers Are the Same – Who Should You Bring Into Your Organization?

“We need someone to do a session on leadership for our managers. Maybe a motivational speaker?”

That was what the HR business partner recommended during a client meeting I attended last month. Her CEO began to rattle a few popular names at which she said “No, those are motivational speakers. We need professionals who can facilitate”. A fair suggestion—but also one that’s becoming increasingly common and increasingly problematic. Why? Because not all speakers, trainers, or facilitators serve the same purpose.

In today’s fast-moving business landscape, it’s not enough to do a session. You need to be deliberate about what kind of learning experience you're designing—and that starts with understanding the difference between a platform speaker, a trainer, and a learning facilitator.

Let’s break it down.

A) THE PLATFORM SPEAKER – INSPIRING THE MASSES

Platform speakers are typically invited to conferences, townhalls, or annual kick-off events. Their job? To inform, inspire, and energize a large audience—often in a one-way format with little interaction.

Think: a TED-style talk on the future of AI or a motivational speech at your sales conference. These sessions are high-energy, content-rich, and designed to move the audience emotionally or intellectually.

In terms of learning impact, this is Level 1 (Reaction) of the Kirkpatrick Model—audiences may feel inspired, and perhaps walk away with a few new ideas. If the speaker integrates some practical advice or frameworks, it may touch Level 2 (Learning), but depth is usually limited due to time and format constraints.

Core Competencies:

1. Public speaking & stage presence
2. Storytelling and narrative design
3. Audience engagement
4. Ability to simplify complex ideas
5. High emotional intelligence and charisma

B) THE TRAINER – TEACHING WHAT NEEDS TO BE DONE RIGHT

The term “trainer” has its roots in the Industrial Revolution. Back then, workers needed to be trained to operate machinery or follow processes in factories. The focus was clear: teach a fixed skill, ensure compliance, and drive efficiency.

That foundation hasn’t changed much. A trainer still works with smaller groups—usually 20 to 30 participants—and the focus is on teaching a skill in a standardized, replicable way. Examples? Learning to use Microsoft Word, operate new software, or follow a new SOP.

In terms of effectiveness, training typically hits Level 2 (Learning) when participants take notes, ask questions, and observe demonstrations. It reaches Level 3 (Behavior) when participants apply the skills in their real work environment—especially when practice and coaching are built into the program.

 Core Competencies:

1. Instructional design & delivery
2. Subject matter expertise
3. Ability to scaffold and sequence learning
4. Assessment and feedback techniques
5. Classroom management

C) THE LEARNING FACILITATOR – GUIDING DISCOVERY AND MEANING

Now here’s where things shift.

A learning facilitator also works with small groups, but the approach is very different. Rather than teaching a fixed method, the facilitator guides learners through exploration and reflection—especially where skills are more adaptive or contextual.

Let’s say a trainer teaches how to use Excel charts. A facilitator would explore why we use charts, which data should be visualized, and how to present meaningful insights to different stakeholders.

This approach is most useful in soft skills—leadership, communication, problem-solving—where there isn’t a single “right way,” but rather, the need to think critically, reflect, and adapt.

Facilitated learning often spans Level 2, 3, and even 4 (Results) when done well. Participants not only learn and apply the skill but shift their thinking and improve performance in the workplace.

Core Competencies:

1. Group facilitation and process skills
2. Active listening and questioning techniques
3. Creating psychological safety and inclusive space
4. Ability to draw out insights from learners
5. Adaptive thinking and flexibility in delivery

So Who Do You Really Need? Here’s a simple comparison to help you decide:

Before you send that email to book someone for your next learning session, pause and ask:

"Do we want our people to be inspired, to learn a specific skill, or to think deeply and apply concepts?"

Each approach has value—but only when aligned with your real organizational need.