While I think that people development is too important to be left to L&D professionals alone, it is also too important to be left to amateurs – however well meaning or however far up the greasy pole they've been able to climb.
70:20:10 learning is based on observations of how people actually learn in the workplace - the theory has implications for workplace performance.
The challenge of L&D and HR professionals is to enable informal learning as well as formal learning opportunities. This shifts the role from one of training development and management to “learning ecosystem impresario.” In informal learning, people seek and supply much of the content themselves. The question is how to harness and direct this activity so that it is effective, easy to use, and job performance-enhancing?
We believe that the 70:20:10 framework is going to evolve further to play a major role in organizational learning in workplaces around the world. Here are our predictions on the future of the model based on present trends:
A Third Reason Coaching Should Be Your Number One Development Strategy TrainingZone.co.uk (blog) You may recognise that this approach is derived from a concept known as 70:20:10 based on research by McCall, Eichinger and MLombardo at the Center for...
People often get confused between ‘remembering’ and ‘learning’.
if we want to support learning effectively and engender behaviour change, then we need to create environments where emotional responses, rich experiences and social learning are at the forefront. Old-fashioned content-centric training models away from the workplace simply don’t help terribly much.
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