Digital technologies are disrupting the way we work. But it’s not the technologies that are causing the disruption, it’s what we do with them that’s creating change. It’s the thinking processes and mindsets around using technologies that hold the key.
The world of work and learning is changing. Employees and organisations are demanding more-flexible, shorter learning experiences. There is also a shift away from learning towards capability development. There is a continuing demand for digitally-enabled learning.
The 70:20:10 learning model means a shift for everyone involved in learning. L&D professionals need to become learning ecosystem designers. Managers need to become learning leaders. And team members need to become self-directed in their learning.
At Sprout Labs we often hear L&D people talk about one of the barriers to applying the 70:20:10 model is training providers who don't use or apply the model effectively. One of the great things about 70:20:10 is its flexibility.
One of the perpetual discussions in workplaces is that managers are often promoted because of their technical skills, and they then must learn the management and leadership skills they need on the job.
Workplace performance gurus Rummler and Brache have said that formal learning accounts for 10% of the potential for changing performance on the job. Learning and development is looking for more effective ways to change performance, including adapting the 70-20-10 learning model and digital learning.
70:20:10 blended learning ecosystems are more complex than traditional learning and development activities. They have more components and are connected in more complex ways. Evaluation methods such as post-course surveys don't work with 70:20:10 learning ecosystems, so we need different approaches and methods.