Developing people 70 20 10 sb slides

Developing People Using the 70/20/10 Model By: Jayne McPhillimy On: 28th July 2015 @ 13:00

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Developing People

using the

70:20:10 Model Jayne McPhillimy

JEM Coaching Limited [email protected] 0797 419 5124 JEM Coaching Limited [email protected] 0797 419 5124

JEM Coaching Limited

Jayne McPhillimy Learning & Development Consultant

Specialising in:

• Creating ‘Learning’ Businesses (70:20:10)

• Leadership Development Programmes

• Leadership Coaching


POLL

How much do you know about 70/20/10?

JEM Coaching Limited [email protected] 0797 419 5124 JEM Coaching Limited [email protected] 0797 419 5124 JEM Coaching Limited [email protected] 0797 419 5124

Objectives for this Session

To build understanding of the 70:20:10 model and how it can support the development of people in your business

To widen the scope for what is considered to be development activity in your business

To explore how you can use this approach to build a ‘Learning Culture’

To enable people to challenge the idea that learning only happens on a formal Training Course

What is 70:20:10?

How does 70:20:10 work?

What could 70:20:10 look like?

What are the benefits of 70:20:10?


POLL

What is happening with training budgets in your business?


Where are we now?

Traditionally, learning in business has often been seen as being

through formal, structured courses

Can be inflexible & costly

Involves time out of the business

Challenging to put into practice what was covered on the course

Restricts people to thinking

‘I’ve not had any development as I’ve not been on a course’


What is the 70:20:10 Model?

Experience &

Practice

70%

Others

[PERCENTAGE]

Formal

10% 70% Experience Learning through doing

the role, facing new challenges and resolving

them.

20% Others Learning through networks

& conversations Knowing the right people

to get the info from

10% Formal Structured courses and

Programmes

70% & 20% Informal Learning 10% Formal Learning


70 : 20 : 10

% Learning Through Examples

70 Experience Solving Problems Special or Stretch Assignments Exposure to other depts. or roles Developing Guides & Manuals

20 Others Mentoring Reverse Mentoring Coaching Networking (internal & external) Memberships / Professional Associations Action Learning Groups

10 Courses & Programmes

Workshops Seminars / Masterclasses Business Schools Professional Development


Why does 70:20:10 work?

Established research on the Human Brain tells us that it’s not great at retaining information.

Ebbinghaus .. Forgetting Curve

Unless we practice

Put the new skills into practice straight away

70:20:10 encourages the individual to find the learning they need, at the time that they need it.


How does 70:20:10 work?

Key Question – How do we manage 70:20:10?

You don’t! You facilitate 70:20:10

Change of mindset - Each person looks after their own informal learning

People choose when, where and how they learn

Lets consider an example:


Learning about 70:20:10

I want to know more about 70:20:10 !

When How Resource

At Work PC Internet

On the Move Laptop eLearning

At Home Tablet Blog

Mobile Phone Knowledge Bank

Face to Face Mentor

Publication Network

Association

Professional Body

Video Share

Webinar


Learn about 70:20:10

When How Resource

At Work PC Internet


At Home Tablet Blog


Face to Face Video Share

Publication Network

Association

Professional Body

Mentor/Expert

Webinar

Katie – Team Leader



When How Resource

At Work PC Internet


At Home Tablet Blog


Face to Face Mentor

Publication Network

Association

Professional Body

Video Share

Webinar

James – Head of L&D



When How Resource

At Work PC Internet


At Home Tablet Blog


Face to Face Mentor

Publication Network

Association

Professional Body

Video Share

Webinar

Chris - Staff Member


Developing the Learning Culture

Individuals start to ‘pull’ learning

Learning is where they need it, when they need it

Accessing learning when its going to be most effective for them

Putting learning into practice straight away

Allowing them to solve problems and develop new solutions


What could 70:20:10 look like?

Learn Through Experience Learn Through Others Formal Learning

• Prepare for and run a team meeting

• Lead on a specific topic for your team

• Take on a ‘champion’ role e.g. Charity Rep or Learning Rep

• Represent your team on a project • Coach/Mentor a colleague • Research issues affecting your

business and present your findings • Join a team meeting for an

adjoining area • Communicate a solution you found

to the rest of the team

• Identify someone skilled in an area you need to develop in and spend time with them

• Join LinkedIn and find special interest groups relevant to your business area

• Arrange a ‘Lunch & Learn’ session • Visit the website / join a

Professional Body related to your work

• Customer Service Course • Giving & Receiving Feedback • Policy Learning

Introducing the concept by providing examples (Team Member)

The list grows as people recognise and carry out new development activity.


What could 70:20:10 Look like?

Development Objective 70/20 Activities Timescales

Develop Project Management

Skills

Assignment to work on a Project impacting on our team

Q1/Q2

Support a Project Manager for 2 hrs per week in managing the project and producing progress reports

Q2

Run a small project for this team Q3

Identify a Mentor to support you Q3

Challenge is for the individual to identify where they can learn & get the required experience from. Requires managers to support individuals in identifying where learning can come from

Provide a format to help people with the conversation – for example:


Benefits of 70:20:10

When established, 70:20:10

Empowers people to take control of their learning

Encourages sharing of learning and experiences

Recognises the role everyone can play in improving performance

Allows people to learn in a way that works for them

Broadens people’s views of what learning ‘is’

Improves development planning (not choosing from a menu)

Moves thinking towards ‘What can I do now?’

Develops a ‘Learning Culture’ in your organisation.

Getting things in place requires

Management understanding & support

Documents that support the conversation

Range of resources for people to access

JEM Coaching Limited [email protected] 0797 419 5124

Any Questions?


POLL

What webinar topic from Jayne would interest you most?


What Next?

Want to know more?

Interested in implementing 70:20:10 in your business?

Curious about Coaching?

Looking to develop your Leaders?

Jayne McPhillimy AMAC M: 0797 419 5124 E: [email protected] Twitter: @JayneMcPhillimy LinkedIn: http://uk.linkedin.com/in/jem4coaching/


http://uk.linkedin.com/in/jem4coaching/

Telephone: 0113 322 7240

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Developing people 70 20 10 sb slides