My two cents:

Training = tasks

Education = information

. . . and acquiring information is a task that learners must complete. (How's that for adding shades of gray?)

Regardless of the learning focus (training or education) the core process is the same. I simplify this process for my group by having them use the following model when designing(whether task-focused or concept-driven): Tell, Show, Do, Assess

For task-driven training, more time is spent on the Show and Do. For concepts, more time may be spent on the Tell and Show.

In either case, the goal is ultimately for the learner to DO something after the learning occurs - either complete a task or APPLY the learning in their work, which is demonstrated by completing tasks. For some tasks, specific information is required first. For others, it is adequate to simply learn the task without a lot of extra information.

It's been my experience that a lot more learning occurs when learners are in "do" mode most of the time. (trying, talking, questioning, discussing, listening, writing, practicing, viewing, debriefing...etc.... possibilities are endless)

It's also been my experience that the less trainers tell and the more they guide and facilitate, the more learning actually occurs.

"If you seek information, read words. If you seek understanding, have experiences." ...can't remember who said it, but I like that quote