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Sprout Lab works with organisations to design learning ecosystems that accelerate expertise
What we do
• How to use the 70:20:10 model to achieve real behavior change in the workplace
• How to integrate online social learning into programs
• How to design the “70” in the 70:20:10 model
We will discuss …
70% of learning occurs as people engage in informal learning processes such as watching others, participating in workplace routines and undertaking challenging tasks
20% arises from mentoring and coaching (mostly from a manager or supervisor)
10% is the result of formal courses and reading
It’s the natural way to learn
It’s a recipe NOT a formula
People
Processes
Infrastructure
The new mantra for L&D is capability development
Working beyond courses
More moving parts
Consultants, where training is only a part of what they do, often work this way naturally
One of the biggest barriers is time and cost
The conversation at the start needs to be different
Mindsets
Knowledge
Skills
Processes
Measurement
Infrastructure
Based on Paul Matthews approach
Implementation = Motivation x Accountability x Visibility x Follow-up
Jack Zenger, Joe Folkman and Bob Sherwin
Designing for accountability
Put evaluation first - think about impact
Impact conversation
What is the business outcome for this learning program?
How will this learning program change your performance?
How does it affect the wider team?
What help do you need from me?
A conversation between a manager and employee before and after an event
70:20:10
Managers as learning leaders
Coachingskills
Community of Practice
Workplace learning guide
Provides suggestions for activities
Provides coaching questions
Activating learning with the 70:20:10 blended learning
Visibility and follow-up
1. Supporting transfer
Learning experience
Follow upSet up Follow
upFollow
up
Workplace
Follow up
Action plans
Reminders
Workplace tasks
Assessment
Parallel practiceShadowingInterviewReviewMirroringMentoringExchanges
Follow up
Digital Learning
70-20AxonifyGlasshouse
Follow up
Digital Learning
In learning management systems the same features that are used for sending reminders about compliance training could be used for learning transfer
Email automation software – e.g. MailChimp
2. Spaced
Follow up
Workplace
Follow up Workplace
Set up Learning experience
Learning experience
Learning experience
Learning experience
Mobile apps and mobile sitesPodcasts
Virtual ClassroomsGroup coachingLearning logs/Journals
Learning experience
Learning experience
Learning experience
Learning experience
Humans are social All learning is social
The hierarchy of presence
F2F
Virtual classroom - voice
Discussions - text
Ideas
Communities of practice – as the learning experience
Start programs with online discussions – don’t add them after an event
Build work-out-loud circles
Virtual classrooms
Simple for a face to face facilitator to get started with
15 people or less
They are also a great way to do group coaching
We really want use some online social learning in this program
Designing the 70
Two timeless ways to learn that are 70:20:10 learning models
Project based learningApprenticeships
Participants have to actually DO something
Trainer scaffolds and supports the process
Trainer becomes coach
Focused on outcomes and assessment
Each week I spend a few hours focused on talking with people who have been to our webinars.
If you are interested in having a chat about improving your learning and capability development programs my contact information is below.
Dr Robin Petterd
M: +61 419 101 928E: [email protected]
