L&D: Most 10 Before Most 20 Before Most 70

All Learning Starts/Started As Informal – 100%

Until someone decides, and then resources and then deploys/makes accessible – something less than totally Informal.

Moving to some level of Formal … in targeted areas.

Slide1

Moving Away From Total Informal

Where to Start? What to Focus On?

Start with Critical Target Audiences in Critical Business Processes aligned with Critical Strategic Initiatives – if you can’t afford it all (and who can?).

Slide2

Focus on enabling their Performance Competence in High Risk and/or High Reward areas – opposite sides of the same coin.

If you aren’t aligned with your Enterprise Leaders – get yourself better aligned – more formally aligned.

Search on “12 O’Clock” on this website for a lot of Posts and Resources on that: a T&D Advisory & Governance System. It is so key – that I bring it up – a lot.

From Clark Quinn

From: https://blog.learnlets.com/2015/01/702010-and-the-learning-curve/

Referring to his graphic…

This, to me, maps more closely to 70:20:10, because you can see the formal (10) playing a role to kick off the semantic part of the learning, then coaching and mentoring (the 20) support the integration or association of the skills, and then the 70 (practice, reflection, and personal knowledge mastery including informal social learning) takes over, and I mapped it against a hypothetical improvement curve.

Slide3

Larger View…

Slide4

In searching for another Quinn Graphic I found this update…

Slide5

Graphic Liberated from: https://blog.learnlets.com/2016/05/a-richer-suite-of-support/

Flip 70-20-10 to 10-20-70 If You Keep the Numbers

My recent Post on Flipping the Reference Model:

https://eppic.biz/2017/11/03/ld-the-learning-life-cycle-learning-curve-model-of-10-20-70/

Slide6

If the Numbers of the Reference Model Get In the Way – Use the 3E Model

Imagine Six Sigma practitioners explaining to knowledgeable clients that it doesn’t really mean only 4 failures out of one million opportunities.

The meaning of Six Sigma is 4 out of a million … in layman’s terms.

However – this Reference Model isn’t necessarily known outside of L&D – so it may not matter – but if your clients are engineers or financial types, etc. (numbers people) – be wary of using a Reference Model with numbers and consider using Ryan Tracey’s model/graphic.

And still … be wary … as his pie chart equally divides the alternatives into 3 equal slices – and you know some clients – so head it off at the pass with an explanation that it’s almost never going to be in equal parts.

Slide7

See Ryan’s Post from February 2, 2016 where he introduces us to his 3E model –https://ryan2point0.wordpress.com/2016/02/09/the-702010-lens/

Group-Pace – Self-Paced – Coached

Group-Paced: for when you need Practice with Feedback on Complex Performance, Team Performance, and/or Performance dependant on Interpersonal Skills … and not just Awareness or Knowledge about Performance and what/how to do it.

And if your need is large (for a large audience) and is fairly constant and/or predictable – if not: see Coaching as a possible alternative.

Self-Paced: for when you need just Awareness or Knowledge about Performance and what/how to do it – because it’s that simple/easy – for the Target Audiences given their prior knowledge based on their education and/or experience – and where Practice with Feedback is not required.

How to know? Pilot-Test or ask Master Performers in advance. Not that Master Performers would know/are infallible – but they would have a better sense than anybody else.

Coached: for when you need Practice with Feedback on Complex Performance, Team Performance, and/or Performance dependant on Interpersonal Skills … and not just Awareness or Knowledge about Performance and what/how to do it.

And if you can Train enough Coaches and make them available – on demand.

Slide8

Final Notes

Most doesn’t mean All.

It’ll likely be a blend.

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